COMPENSATION SCHEDULE

Transcription

1 COMPENSATION SCHEDULE Dr. Kamela Patton Superintendent of Schools Deborah A. Terry Executive Director, Human Resource

2 Dr. Kamela Patton Superintendent of Schools THE DISTRICT SCHOOL BOARD OF COLLIER COUNTY Julie Sprague, Chair Roy M. Terry, Vice Chair Barbara Berry, Member Patricia M. Carroll, Member Kathleen Curatolo, Member This report has been prepared by The District School Board of Collier County. Additional copies, if available, may be obtained by writing: The District School Board of Collier County Dr. Martin Luther King, Jr. Administrative Center Communications & Community Engagement Department 5775 Osceola Trail Naples, Florida Report Number: Coordinated by: Mary Pierzchalski Human Resources VISION STATEMENT All students will complete school prepared for ongoing learning as well as community and global responsibilities. No person in this district shall, on the basis of race, national origin, sex, disability, marital status, religion, or age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity, or in employment conditions or practices conducted by The District School Board of Collier County.

3 INSTRUCTIONAL DISTRICT SCHOOL BOARD OF COLLIER COUNTY COMPENSATION SCHEDULE TABLE OF CONTENTS DIFFERENTIATED INSTRUCTIONAL SALARY SCHEDULES... 1 SUPPLEMENTAL POSITIONS...6 DIFFERENTIATED PAY FOR INSTRUCTIONAL LEADERSHIP... 8 DIFFERENTIATED PAY FOR SCHOOL ACTIVITIES... 9 DIFFERENTIATED PAY FOR HIGH SCHOOL COACHING DIFFERENTIATED PAY FOR MIDDLE SCHOOL ATHLETICS PART-TIME HOURLY PART-TIME COMMUNITY SCHOOL COORDINATOR IN ADULT EDUCATION PART-TIME PERSONNEL IN ADULT EDUCATION PART-TIME PERSONNEL IN BEFORE/AFTER SCHOOL PROGRAMS PART-TIME INSTRUCTIONAL PERSONNEL IN SATURDAY SCHOOL (Discipline) TEACHER OF HOMEBOUND STUDENTS STAY PROJECT INSTRUCTOR/AFTER-SCHOOL PROGRAM DIRECTOR PART-TIME NCLB SUPPLEMENTAL EDUCATIONAL SERVICES (SES) TITLE I FACILITATOR MIGRANT/EVEN START COORDINATOR MISCELLANEOUS HOURLY SICK LEAVE POOL COMMITTEE DISTRICTWIDE SUMMER SCHOOL ASST. PRINCIPAL STUDENT SERVICES SCHOOL PSYCHOLOGISTS / BEHAVIOR ANALYST/MANAGEMENT SPECIALIST SALARY SCHEDULE i

4 DISTRICT SCHOOL BOARD OF COLLIER COUNTY COMPENSATION SCHEDULE TABLE OF CONTENTS STUDENT SERVICES (CON'T) OCCUPATIONAL THERAPIST SALARY SCHEDULE PHYSICAL THERAPIST SALARY SCHEDULE ESE SCHOOL INTERVENTION THERAPISTS HOME-SCHOOL INTERVENTION COUNSELOR SALARY SCHEDULE SUMMER EMPLOYMENT ADMINISTRATION INSTRUCTIONAL CCAEOCAP TEAMSTERS LOCAL CONFIDENTIAL SECRETARIES CONFIDENTIAL SECRETARIES / NON-BARGAINING UNIT SALARY SCHEDULE CONFIDENTIAL SECRETARIES/NON-BARGAINING UNIT POSITIONS SECRETARIAL/CLERICAL/ASSISTANT/PARAPROFESSIONAL SECRETARIAL / CLERICAL / ASSISTANT / PARAPROFESSIONAL SALARY SCHEDULE SECRETARIAL / CLERICAL / ASSISTANT / PARAPROFESSIONAL POSITIONS TEAMSTERS TEAMSTERS LOCAL 79 SALARY SCHEDULE TEAMSTERS LOCAL 79 POSITIONS ii

5 DISTRICT SCHOOL BOARD OF COLLIER COUNTY COMPENSATION SCHEDULE TABLE OF CONTENTS NUTRITION SERVICES NUTRITION SERVICES ASSISTANT SALARY SCHEDULE NUTRITION SERVICES ASSISTANT MANAGER/MANAGER SALARY SCHEDULE NUTRITION SERVICES ASSISTANT MANAGER/MANAGER POSITIONS SUBSTITUTES SUBSTITUTE SALARY SCHEDULE ADMINISTRATIVE MANAGERIAL ADMINISTRATIVE SALARY SCHEDULE ADMINISTRATIVE POSITIONS MANAGERIAL SALARY SCHEDULE MANAGERIAL POSITIONS PLANT OPERATOR PLANT OPERATOR SALARY SCHEDULE PLANT OPERATOR POSITIONS TECHNICIANS/SPECIALISTS TECHNICIANS / SPECIALISTS SALARY SCHEDULE TECHNICIANS / SPECIALISTS POSITIONS iii

6 DISTRICT SCHOOL BOARD OF COLLIER COUNTY COMPENSATION SCHEDULE TABLE OF CONTENTS PARALEGAL PARALEGAL SALARY SCHEDULE SALARY ADMINISTRATION GUIDELINES SALARY ADMINISTRATION GUIDELINES FOR NON-COLLECTIVE BARGAINING UNITS COMPENSATION FOR EXPERIENCE, DEGREE, COURT APPEARANCE, ERROR IN COMPENSTION COMPENSATION FOR EXPERIENCE COMPENSATION FOR DEGREE COMPENSATION FOR MANDATORY COURT APPEARANCE OUTSIDE OF CONTRACT ERRORS IN COMPENSATION CONDITIONS OF EMPLOYMENT ADMINISTRATIVE, MANAGERIAL, TECHNICIANS / SPECIALISTS, PLANT OPERATORS, CONFIDENTIAL AND OTHER EMPLOYEES EXEMPT FROM COLLECTIVE BARGAINING UNITS FLORIDA RETIREMENT SYSTEM TERMINATION, REEMPLOYMENT AND RENEWED MEMBERSHIP GENERAL INFORMATION ANNUAL CONTRACT CALCULATION METHOD LEAVE ACCRUALS iv

7 DISTRICT SCHOOL BOARD OF COLLIER COUNTY COMPENSATION SCHEDULE TABLE OF CONTENTS COMPENSATION/LEAVES FOR DECLARED EMERGENCY COMPENSATION/LEAVES FOR DECLARED EMERGENCY OFFICIAL EMPLOYMENT CALENDARS OFFICIAL EMPLOYMENT CALENDARS EMPLOYEE CONTRACT CODES CCPS EMPLOYEE CONTRACT CODES APPENDIX A v

8 COMPENSATION MEMORANDA The Compensation Schedule is constantly under review and may be changed from time to time. All statements are subject to the terms, conditions, restrictions and eligibility requirements set forth in the individual bargaining unit contracts, which is the final word in eligibility and coverage. Steps will not be given until the appropriate stage of contract negotiations is reached (not necessarily completed). We hope you make frequent use of this schedule. Refer to it for information about the District s compensation policies. Questions concerning the information in this schedule or situations not covered should be referred to Human Resources. vi

9 Instructional Employee EMPLOYEES WITH A START DATE Effective: July 1, 2011 Salary Information PRIOR TO JANUARY 18, 2011 Approved: November 15, 2011 PAYMENT FOR TEACHING EXPERIENCE Teachers new to the district for fiscal year may be given credit for up to 18 years of prior full-time teaching/administrative experience. Effective July 1, 2012, each new employee shall be limited to a maximum of six (6) years of validated, full-time related experience. Upon employment, it is the responsibility of the employee to have experience verified on the appropriate forms. Verification of Experience forms may be obtained from the Human Resource Office, 5775 Osceola Trail, Naples, FL or online at Form%20VerExpINSTR2.pdf Teachers will be paid beginning teacher salary until verification of previous teaching experience has been received and approved by the Compensation Department. Verification must be received no later the end of the month one year from the date of hire for experience step payment to be effective as of hire date. A teacher may earn a year of instructional experience in Collier County Public Schools by working full-time, including sick leave for which compensation was received but excluding all other types of leave, for a total of more than one-half of the number of days required for the normal contractual period of service for the position held. As provided by Florida Statutes, teachers new to the district or teachers that are rehired after a break in service must successfully complete a one (1) year probationary annual contract before becoming eligible for a one (1) year non-probationary annual contract. During the initial year of employment as a regular teacher, a teacher may be terminated at any time. DIFFERENTIATED PAY FOR LONGEVITY SERVICE Employees with a minimum of twenty (20) years of teaching/administrative service with the School District of Collier County shall be eligible for the 20 and 21 year longevity step. DIFFERENTIATED PAY FOR TEACHING AN ADDITIONAL COURSE IN LIEU OF A PLANNING BLOCK/PERIOD High school employees shall receive an additional 16% instructional supplement if regularly scheduled to teach each block within the 4 X 4 block schedule. Middle and High school employees on a six (6) or seven (7) period and who are regularly scheduled to teach during their planning period shall be paid a 10% instructional supplement. DIFFERENTIATED PAY FOR LEAD TEACHER IN ALTERNATIVE SCHOOLS Alternative School Lead Teacher at specific sites as recommended by the principal shall received an additional 10% instructional supplement. Duties and responsibilities will vary depending on the progress and will be determined by the principal. DIFFERENTIATED INSTRUCTIONAL SALARY SCHEDULE Employees With A Start Date Prior To January 18, 2011 (196 days, 7.5 hr work day, includes a 35 minute paid lunch) Step Step DIFFERENTIATED PAY FOR ADVANCED DEGREES (add to Master s) Specialist Degree or Unconditional Admission to Doctoral Candidacy (ABD) Doctoral Degree Annual Base Salary BACHELOR S DEGREE Board Paid Pension Annual Base Salary MASTER S DEGREE Board Paid Pension Board Paid Insurance Board Paid Insurance Total A $38,198 $1, $8,409 $48,483 B $39,344 $1, $8,409 $49,685 C $40,663 $1, $8,409 $51,069 D $41,984 $2, $8,409 $52,454 E $43,304 $2, $8,409 $53,839 F $44,623 $2, $8,409 $55,223 G $45,943 $2, $8,409 $56,608 H $47,264 $2, $8,409 $57,994 I $48,583 $2, $8,409 $59,377 J $49,904 $2, $8,409 $60,763 K $51,224 $2, $8,409 $62,148 L $52,544 $2, $8,409 $63,533 M $53,864 $2, $8,409 $64,918 N $56,900 $2, $8,409 $68,103 O $60,576 $2, $8,409 $71, years $61,928 $3, $8,409 $73, years $62,617 $3, $8,409 $74,100 Total A $40,893 $2, $8,409 $51,310 B $42,120 $2, $8,409 $52,597 C $43,698 $2, $8,409 $54,253 D $45,285 $2, $8,409 $55,917 E $46,870 $2, $8,409 $57,580 F $48,454 $2, $8,409 $59,242 G $50,039 $2, $8,409 $60,905 H $51,621 $2, $8,409 $62,565 I $53,206 $2, $8,409 $64,227 J $54,791 $2, $8,409 $65,890 K $56,376 $2, $8,409 $67,553 L $57,960 $2, $8,409 $69,215 M $59,540 $2, $8,409 $70,872 N $62,978 $3, $8,409 $74,479 O $66,699 $3, $8,409 $78, years $68,186 $3, $8,409 $79, years $68,812 $3, $8,409 $80,600 $1,500 (Out of Field) $2,000 (In Field) $2,500 (Out of Field) $3,000 (In Field) Certificate of Clinical Competence $2,000 COMPUTATION OF SALARIES Salaries are computed on the basis of 196 working days except for an employee s initial contract. All instructional positions which are more or fewer than 196 days will be computed at the daily rate of 1/196 of the instructional salary. An employee s initial contract will be computed on the basis of 198 days pursuant to Article

10 Instructional Employee EMPLOYEES WITH A START DATE BETWEEN Effective: July 1, 2011 Salary Information JANUARY 18, 2011 AND JUNE 30, 2011 Approved: November 15, 2011 PAYMENT FOR TEACHING EXPERIENCE Teachers new to the district for fiscal year may be given credit for up to 18 years of prior full-time teaching/administrative experience. Effective July 1, 2012, each new employee shall be limited to a maximum of six (6) years of validated, full-time related experience. Upon employment, it is the responsibility of the employee to have experience verified on the appropriate forms. Verification of Experience forms may be obtained from the Human Resource Office, 5775 Osceola Trail, Naples, FL or online at Form%20VerExpINSTR2.pdf Teachers will be paid beginning teacher salary until verification of previous teaching experience has been received and approved by the Compensation Department. Verification must be received no later the end of the month one year from the date of hire for experience step payment to be effective as of hire date. A teacher may earn a year of instructional experience in Collier County Public Schools by working full-time, including sick leave for which compensation was received but excluding all other types of leave, for a total of more than one-half of the number of days required for the normal contractual period of service for the position held. As provided by Florida Statutes, teachers new to the district or teachers that are rehired after a break in service must successfully complete a one (1) year probationary annual contract before becoming eligible for a one (1) year non-probationary annual contract. During the initial year of employment as a regular teacher, a teacher may be terminated at any time. DIFFERENTIATED PAY FOR LONGEVITY SERVICE Employees with a minimum of twenty (20) years of teaching/administrative service with the School District of Collier County shall be eligible for the 20 and 21 year longevity step. DIFFERENTIATED PAY FOR TEACHING AN ADDITIONAL COURSE IN LIEU OF A PLANNING BLOCK/PERIOD High school employees shall receive an additional 16% instructional supplement if regularly scheduled to teach each block within the 4 X 4 block schedule. Middle and High school employees on a six (6) or seven (7) period and who are regularly scheduled to teach during their planning period shall be paid a 10% instructional supplement. DIFFERENTIATED PAY FOR LEAD TEACHER IN ALTERNATIVE SCHOOLS Alternative School Lead Teacher at specific sites as recommended by the principal shall received an additional 10% instructional supplement. Duties and responsibilities will vary depending on the progress and will be determined by the principal. DIFFERENTIATED INSTRUCTIONAL SALARY SCHEDULE Employees With A Start Date Between January and June 30, 2011 Effective July 1, 2012 all employees will roll to the Bachelor s/master s Degree salary schedule (196 days, 7.5 hr work day, includes a 35 minute paid lunch) BACHELOR S DEGREE Step Annual Board Paid Board Paid Base Salary Pension Insurance Total A $38,198 $1, $8,049 $48,123 B $39,479 $1, $8,049 $49,466 C $40,761 $2, $8,049 $50,811 D $42,043 $2, $8,049 $52,156 E $43,323 $2, $8,049 $53,499 F $44,605 $2, $8,049 $54,844 G $45,887 $2, $8,049 $56,189 H $47,168 $2, $8,049 $57,533 I $48,450 $2, $8,049 $58,878 J $49,732 $2, $8,049 $60,223 K $51,014 $2, $8,049 $61,568 L $52,295 $2, $8,049 $62,912 M $55,243 $2, $8,049 $66,004 N 1 $58,812 $2, $8,049 $69,749 N 2 $60,124 $2, $8,049 $71,125 L-2 1 $60,793 $2, $8,049 $71,827 L-2 2 $62,149 $3, $8,049 $73,250 Step MASTER S DEGREE Board Board Annual Paid Paid Base Salary Pension Insurance DIFFERENTIATED PAY FOR ADVANCED DEGREES (add to Master s) Specialist Degree or Unconditional Admission to Doctoral Candidacy (ABD) Total A $40,893 $2, $8,409 $51,310 B $42,425 $2, $8,409 $52,917 C $43,966 $2, $8,409 $54,534 D $45,505 $2, $8,409 $56,148 E $47,043 $2, $8,409 $57,762 F $48,582 $2, $8,409 $59,376 G $50,117 $2, $8,409 $60,987 H $51,656 $2, $8,409 $62,601 I $53,195 $2, $8,409 $64,216 J $54,734 $2, $8,409 $65,830 K $56,272 $2, $8,409 $67,444 L $57,806 $2, $8,409 $69,053 M $61,144 $3, $8,409 $72,555 N 1 $64,756 $3, $8,409 $76,345 N 2 $66,200 $3, $8,409 $77,859 L-2 1 $66,808 $3, $8,409 $78,497 L-2 2 $68,298 $3, $8,409 $80,060 $1,500 (Out of Field) $2,000 (In Field) Doctoral Degree $2,500 (Out of Field) $3,000 (In Field) Certificate of Clinical Competence $2,000 COMPUTATION OF SALARIES Salaries are computed on the basis of 196 working days except for an employee s initial contract. All instructional positions which are more or fewer than 196 days will be computed at the daily rate of 1/196 of the instructional salary. An employee s initial contract will be computed on the basis of 198 days pursuant to Article

11 Instructional Employee EMPLOYEES WITH A START DATE BETWEEN Effective: July 1, 2011 Salary Information JULY 1 AND SEPTEMBER 30, 2011 Approved: November 15, 2011 PAYMENT FOR TEACHING EXPERIENCE Teachers new to the district for fiscal year may be given credit for up to 18 years of prior full-time teaching/administrative experience. Effective July 1, 2012, each new employee shall be limited to a maximum of six (6) years of validated, full-time related experience. DIFFERENTIATED INSTRUCTIONAL SALARY SCHEDULE Employees With A Start Date Between July 1 and September 30, 2011 Effective July 1, 2012 all new hires will roll to the Bachelors salary schedule (196 days, 7.5 hr work day, includes a 35 minute paid lunch) Upon employment, it is the responsibility of the employee to have experience verified on the appropriate forms. Verification of Experience forms may be obtained from the Human Resource Office, 5775 Osceola Trail, Naples, FL or online at Form%20VerExpINSTR2.pdf Teachers will be paid beginning teacher salary until verification of previous teaching experience has been received and approved by the Compensation Department. Verification must be received no later the end of the month one year from the date of hire for experience step payment to be effective as of hire date. A teacher may earn a year of instructional experience in Collier County Public Schools by working full-time, including sick leave for which compensation was received but excluding all other types of leave, for a total of more than one-half of the number of days required for the normal contractual period of service for the position held. As provided by Florida Statutes, teachers new to the district or teachers that are rehired after a break in service must successfully complete a one (1) year probationary annual contract before becoming eligible for a one (1) year non-probationary annual contract. During the initial year of employment as a regular teacher, a teacher may be terminated at any time. DIFFERENTIATED PAY FOR LONGEVITY SERVICE Employees with a minimum of twenty (20) years of teaching/administrative service with the School District of Collier County shall be eligible for the 20 and 21 year longevity step. DIFFERENTIATED PAY FOR TEACHING AN ADDITIONAL COURSE IN LIEU OF A PLANNING BLOCK/PERIOD High school employees shall receive an additional 16% instructional supplement if regularly scheduled to teach each block within the 4 X 4 block schedule. Middle and High school employees on a six (6) or seven (7) period and who are regularly scheduled to teach during their planning period shall be paid a 10% instructional supplement. DIFFERENTIATED PAY FOR LEAD TEACHER IN ALTERNATIVE SCHOOLS Alternative School Lead Teacher at specific sites as recommended by the principal shall received an additional 10% instructional supplement. Duties and responsibilities will vary depending on the progress and will be determined by the principal. Step Initial Placement with the Following Years of Experience Bachelors Degree Annual Base Salary Board Paid Pension A 0-4 $38,198 $1, $8,409 $48,483 B 5 $39,479 $1, $8,409 $49,826 C 6 $40,761 $2, $8,409 $51,171 D 7 $42,043 $2, $8,409 $52,516 E 8 $43,323 $2, $8,409 $53,859 F 9 $44,605 $2, $8,409 $55,204 G 10 $45,887 $2, $8,409 $56,549 H 11 $47,168 $2, $8,409 $57,893 I 12 $48,450 $2, $8,409 $59,238 J 13 $49,732 $2, $8,409 $60,583 K 14 $51,014 $2, $8,409 $61,928 L 15 $52,295 $2, $8,409 $63,272 M 16 $55,243 $2, $8,409 $66,364 N 1 17 $58,812 $2, $8,409 $70,109 N 2 17 $60,124 $2, $8,409 $71,485 L-2 1 $60,793 $2, $8,409 $72,187 L-2 2 $62,149 $3, $8,409 $73,610 ADVANCE DEGREE SUPPLEMENTS Master Degree: $2,700 Specialist Degree: $4,000 Doctorate Degree: $5,000 Certificate of Clinical Competence $2,000 Board Paid Insurance PAYMENT FOR ADVANCED DEGREES FROM ACCREDITED INSTITUTIONS Effective July 1, 2011, as provided in Florida Statutes, teachers that are new to the District or teachers that are rehired after a break in service may receive pay for advanced degrees provided the degree is held in their area of certification and is only a salary supplement. Area of certification information is online at 20Supplemental%20Pay.pdf (Must submit an original transcript with the date the degree was conferred). COMPUTATION OF SALARIES Salaries are computed on the basis of 196 working days except for an employee s initial contract. All instructional positions which are more or fewer than 196 days will be computed at the daily rate of 1/196 of the instructional salary. An employee s initial contract will be computed on the basis of 198 days pursuant to Article Total 3

12 Instructional Employee EMPLOYEES WITH A START DATE Effective: July 1, 2011 Salary Information AFTER SEPTEMBER 30, 2011 Approved: November 15, 2011 PAYMENT FOR TEACHING EXPERIENCE Teachers new to the district for fiscal year may be given credit for up to 18 years of prior full-time teaching/administrative experience. Effective July 1, 2012, each new employee shall be limited to a maximum of six (6) years of validated, full-time related experience. Upon employment, it is the responsibility of the employee to have experience verified on the appropriate forms. Verification of Experience forms may be obtained from the Human Resource Office, 5775 Osceola Trail, Naples, FL or online at Form%20VerExpINSTR2.pdf Teachers will be paid beginning teacher salary until verification of previous teaching experience has been received and approved by the Compensation Department. Verification must be received no later the end of the month one year from the date of hire for experience step payment to be effective as of hire date. A teacher may earn a year of instructional Experience in Collier County Public Schools by working full-time, including sick leave for which compensation was received but excluding all other types of leave, for a total of more than one-half of the number of days required for the normal contractual period of service for the position held. As provided by Florida Statutes, teachers new to the district or teachers that are rehired after a break in service must successfully complete a one (1) year probationary annual contract before becoming eligible for a one (1) year nonprobationary annual contract. During the initial year of employment as a regular teacher, a teacher may be terminated at any time. DIFFERENTIATED PAY FOR LONGEVITY SERVICE Employees with a minimum of twenty (20) years of teaching/administrative service with the School District of Collier County shall be eligible for the 20 and 21 year longevity step. DIFFERENTIATED PAY FOR TEACHING AN ADDITIONAL COURSE IN LIEU OF A PLANNING BLOCK/PERIOD High school employees shall receive an additional 16% instructional supplement if regularly scheduled to teach each block within the 4 X 4 block schedule. Middle and High school employees on a six (6) or seven (7) period and who are regularly scheduled to teach during their planning period shall be paid a 10% instructional supplement. DIFFERENTIATED PAY FOR LEAD TEACHER IN ALTERNATIVE SCHOOLS Alternative School Lead Teacher at specific sites as recommended by the principal shall received an additional 10% instructional supplement. Duties and responsibilities will vary depending on the progress and will be determined by the principal. DIFFERENTIATED INSTRUCTIONAL SALARY SCHEDULE Employees With A Start Date After September 30, 2011 (196 days, 7.5 hr work day, includes a 35 minute paid lunch) Step Initial Placement With the Following Years of Experience Bachelors Degree Annual Base Salary Board Paid Pension A 0-4 $38,198 $1, $8,409 $48,483 B 5 $39,344 $1, $8,409 $49,685 C 6 $40,663 $1, $8,409 $51,069 D 7 $41,984 $2, $8,409 $52,454 E 8 $43,304 $2, $8,409 $53,839 F 9 $44,623 $2, $8,409 $55,223 G 10 $45,943 $2, $8,409 $56,608 H 11 $47,264 $2, $8,409 $57,994 I 12 $48,583 $2, $8,409 $59,377 J 13 $49,904 $2, $8,409 $60,763 K 14 $51,224 $2, $8,409 $62,148 L 15 $52,544 $2, $8,409 $63,533 M 16 $53,864 $2, $8,409 $64,918 N 17 $56,900 $2, $8,409 $68,103 O 18 $60,576 $2, $8,409 $71, years $61,928 $3, $8,409 $73, years $62,617 $3, $8,409 $74,100 ADVANCE DEGREE SUPPLEMENTS Master Degree: $2,700 Specialist Degree: $4,000 Doctorate Degree: $5,000 Certificate of Clinical Competence $2,000 Board Paid Insurance PAYMENT FOR ADVANCED DEGREES FROM ACCREDITED INSTITUTIONS Effective July 1, 2011, as provided in Florida Statutes, teachers that are new to the District or teachers that are rehired after a break in service may receive pay for advanced degrees provided the degree is held in their area of certification and is only a salary supplement. Area of certification information is online at 0Supplemental%20Pay.pdf (Must submit an original transcript with the date the degree was conferred). COMPUTATION OF SALARIES Salaries are computed on the basis of 196 working days except for an employee s initial contract. All instructional positions which are more or fewer than 196 days will be computed at the daily rate of 1/196 of the instructional salary. An employee s initial contract will be computed on the basis of 198 days pursuant to Article Total 4

13 INSTRUCTIONAL SALARY SCHEDULE (cont.) Effective: July 1, 2011 Approved: November 15, 2011 Immokalee and Everglades City Due to the critical shortage of teachers residing in the areas of Immokalee and Everglades City, salary will be differentiated for teachers in schools in those areas to the following guidelines: Additional Experience Credit on the Salary Schedule Beginning with the school year, an employee assigned to Immokalee and/or Everglades City schools on a full-time basis shall be eligible to receive additional experience credit on the salary schedule, beyond the six (6) year maximum regularly allowed, for verifiable experience earned outside the district. One year of additional experience credit shall be granted for each two (2) complete years of full-time service in Immokalee and Everglades City schools, until each year of verifiable experience outside the district is credited or until the employee reaches the final step on the salary schedule, whichever occurs first. Each additional year of experience shall be credited at the beginning of the year following the completion of each two-year period of full-time assignment in Immokalee or Everglades City schools. An employee who voluntarily transfer to a school in other than Immokalee or Everglades City during the year in which additional credit is granted shall forfeit the most recent year of additional credit granted, effective as of the date of transfer. However, an employee who is involuntarily reassigned or transferred to a school in a location other than Immokalee or Everglades City during the second year of the two-year assignment in which additional credit is to be earned shall not forfeit the benefit of this provision. The employee is responsible to apply on the appropriate form provided by the Human Resource Office for the one-step adjustment with the Human Resource Office no later than the last day of the 196-day teacher contract of the school year prior to the adjustment. The employee shall be responsible for the submittal of the proper verification forms. The effective date of the adjustment shall be as of the date the experience is verified, but not sooner than the first day of the employee s contract for the subsequent year. Immokalee/Everglades City Teaching Supplement Employees who teach in Immokalee and/or Everglades City shall receive an annualized index supplement of.02 of base pay for Baccalaureate Degree/0 experience during any year that they teach in Immokalee and/or Everglades City. 5

14 SUPPLEMENTAL POSITIONS 1. The term department chairman shall pertain to the chairman of a specific grade level, a specific discipline or subject area, a grouping of disciplines or subject areas for the purposes of communication, articulation and planning, or an interdisciplinary team. 2. For the purpose of computing supplements, no employee shall be counted more than once at any school center unless that center has organized its instructional staff with multiple chairmanship designations including, but not limited to, department chairmen and team leaders. 3. A department eligible to have a department chairman shall consist of at least three (3) employees. 4. Each employee assigned to a school at least half time will be counted as a member of one team or department. 5. Employees earning athletic supplements may select to be compensated in equal installments throughout the term of the supplemental assignment. 6. Before any person shall be eligible for a supplement, he shall first be approved by a majority vote of the Board, in open meeting, upon recommendation of the Superintendent. 7. There shall be no express or implied right to reappointment to any position in the school system paying any supplement, for any subsequent year, just because of the fact of having been appointed for any prior year. Any person shall be considered reappointed to his supplemental position for the subsequent school year, if he has not been notified in writing of the intent not to reappoint by April 20 of the current school year, or by June 1 of the current school year for an employee whose assignment has not been completed by April Each chairman covered under instructional supplements shall receive the prescribed compensation based upon the number of employees on his team for the entire year or a pro-ration thereof for those who work less than a full year. 9. After serving a maximum of three (3) consecutive years as an appointed department chairman or team leader, this supplemental position shall be open to competitive application by other employees within the department or team. 10. Those Vocational-Technical Center department chairpersons who are employed for 236 days shall be compensated at the rate of an additional 20% for those employees within the department who are employed 236 days. 11. In regard to an employee s request to fill a coaching assignment at a school other than his/her primary school of assignment, the following procedures shall be followed: a. The employee shall request approval from the Principal of each school to which he/she is assigned prior to making a commitment to coach. This request should include the best information available regarding the dates and times early dismissal is necessary. If any Principal is of the opinion that too much instructional time would be missed, he/she may deny the request to coach. b. If the home school Principal has approved the coaching position, Temporary Duty Assignment leave will be granted for all early releases. c. No early release from instructional time, meetings, conferences or duty assignments will be granted for practices or coaches meetings. Coaches may be released from planning time if there are no other conflicts as long as classes are adequately planned. 6

15 SUPPLEMENTAL POSITIONS (Continued) d. In recognition of the difficulty in finding qualified coaches, all elementary and middle school Principals will attempt to be as flexible as possible in allowing employees to coach at the high school. e. High school employees are discouraged from seeking coaching positions at another high school but may be so assigned upon receiving prior approval of both Principals involved. f. In all cases listed above, an employee may appeal a Principal s decision directly to the Principal s Supervisor. The supervisor s decision will be final. 12. Requests for approval of the addition of coaching positions should follow the normal chain of authority: Coach Activities Coordinator School Principal Superintendent District School Board. 7

16 Effective: July 1, 2011 Approved: November 15, 2011 DIFFERENTIATED PAY FOR INSTRUCTIONAL LEADERSHIP Department Chair/Team Leader Number of Persons Index* Peer /Mentor Teacher Beginning Teacher Program (School Based Only) 180 Days * Middle School Department Chairperson (Language Arts, Math, Science, Social Studies) 0.030* Everglades City School Subject Area Contacts, 4 High, 4 Middle (Math, Science, Language Arts, Social Studies) Everglades Middle/High teachers are not eligible for Team Leader or Department Chairperson supplements * A singular change (+ or 1) in the Number of persons after October 1 of the current year will not initiate a change in the calculation of the supplement. Payment of instructional supplements shall begin with the second paycheck in October and shall be prorated over the next ten (10) paychecks. Building Technology Coordinator (one per school) 0.030* District Media Specialist Teacher Leader * District Foreign Language Teacher Leader * * Supplements are computed by applying the above index to the base pay for the Baccalaureate Degree/0 experience. 8

17 DIFFERENTIATED PAY FOR SCHOOL ACTIVITIES Effective: July 1, 2011 Approved: November 15, 2011 Employees who assume additional responsibilities and job performance difficulties in supervising the Activities listed below will receive differentiated pay as follows: ATHLETIC RELATED Index* Everglades City Activities Director Intramural Director of Approved Sports Intramural Team Sponsor for Approved Sports CLASS SPONSORS Senior Class Sponsor Senior Class Assistant Sponsor Junior Class Sponsor Junior Class Assistant Sponsor Sophomore Class Sponsor Freshman Class Sponsor ART/MUSIC/DRAMA ** Art Teacher (.0027 per public performance) Limit 6 Art Event Coordinator (1 per District) Drama Director (.0221 per major performance) Elementary Music Teacher (.0027 per public performance) Limit 6 High School Band Director High School Assistant Band Director High School Band Auxiliary Unit Sponsor High School Orchestra Director (Minimum of eight (8) public performances per year) Middle School Band Director *** Middle School Choral Director (.0027 per public performance) Limit 12 Middle School Orchestra Director*** Music Director for Dramatic Musical Production (.0221 per major production) Limit 1 Music Event Coordinator (6 per District) OTHER ACTIVITIES Academic Competition Club Sponsor Administrative Designee Campus/Lunch Monitor (Note: Subject to school-based funding; In lieu of 35-minute duty-free lunch; per semester/term) Career Academy Director Elementary Newspaper Sponsor Elementary Safety Patrol Sponsor esembler Support Person (1 per school per semester/term) High School Student Council Sponsor JROTC Supply Officer Laureate Mentor (per student) The Principal may divide this supplement among several employees but not to exceed.0027 per student. 9

18 Effective: July 1, 2011 Approved: November 15, 2011 DIFFERENTIATED PAY FOR SCHOOL ACTIVITIES (cont.) Laureate Program Coordinator (1 per District) Law Fair Coordinator (1 per District) Lead Literacy Specialist (1 per District) Lead Reading Coach (1 per District) Middle School Field Day Coordinator (1 per District) Middle School Speech and Debate Team Coordinator (1 per District) Mock Trial Sponsor Mock Trial Coordinator (1 per District) Model UN Coach (1 per building) Mu Alpha Theta Coordinator (1 per District) NBPTS Facilitator (1 per District) Newsmagazine Sponsor (4 issues required, minimum of 24 pages per issue) Newspaper Sponsor (9 issues required) Quality Assurance Site Monitor Alternative Programs (1 per required site) Safe & Drug-free Schools Contact School-based Science Fair Coordinator (1 at each middle and high school) School Club Sponsor (Elementary, Middle, High and Workforce Education) Science Fair Coordinator (1 per District) Science Review Committee Chairman (1 per District) Special Academic Activities (approved by Superintendent) Speech and Debate Team Sponsor**** Spelling Bee Coordinator (1 per District) Students Working Against Tobacco Contacts (1 at each middle and high school) Traffic/Bike Safety Coordinator (1 per District) Web Site Developer (1 per school) Yearbook Sponsor: Middle School High School ACTIVITIES SUPPORT HOURLY PAY RATES Per Hour Athletic Contest Attendants/Assistants /Student Workers (Includes events Security, scorekeeper and ticket sellers/takers, Meet officials, clock operator, announcer, usher) $10.00 Curriculum and Instruction (C & I) supplements shall be reviewed annually by the appropriate administrator to determine if there is a need for the supplement. Requests for additional C & I supplements may be approved and awarded by the Superintendent. Supplemented positions shall be allocated and approved by the Superintendent on an as-needed basis and subject to appropriate funding. * Supplements are computed by applying the above index to the base pay for the Baccalaureate Degree/0 experience. ** In order to receive a base supplement for one or more levels (middle school/high school); an assignment must average a minimum of two (2) weekly, after-school sessions during the school year. In order to receive an exhibit or performance supplement for art or music, said activity is to occur outside of the employee's workday. (To be approved by the principal and the Superintendent's designee.) 10

19 *** This amount may be increased by per public performance per school as approved by the Superintendent's designee. Payment shall not be made for public performances in excess of fifteen (15) in number. **** Applicable only to sponsors whose teams annually participate in a minimum of (4) tournaments. 11

20 Effective: July 1, 2011 Approved: November 15, 2011 DIFFERENTIATED PAY FOR HIGH SCHOOL COACHING Employees who assume additional responsibilities in coaching high school athletics will receive differentiated pay as follows: HEAD ASSISTANT SPORT VARSITY COACH VARSITY COACH Baseball * Basketball * Cross Country 0.05 N/A Certified Athletic Trainer, per semester 0.07 N/A Conditioning Coach 0.08 N/A Football * Golf 0.05 N/A Lacrosse Soccer * Softball * Spring football Swimming * Tennis 0.05 N/A Track * Volleyball * Wrestling * Cheerleading (Fall) (Winter) Cheerleading ( Everglades - per year) 0.04 N/A Collier County Athletic Conference Facilitator $2,000 (1) Supplements are computed by applying the above index to the base pay for the Baccalaureate Degree/ 0 experience. (See Page 1, Instructional Salary Schedule). Supplement pay will be spread during the season of play. (2) In order to further differentiate pay for high school coaches committed to continued coaching in Collier County, a coach who completes four (4) consecutive years as a coach in Collier County in the same sport and who continues to coach in that sport in the Collier County Public Schools shall receive a 20% plus adjustment to the supplement amount for the position beginning with his fifth (5th) year and continuing through the ninth (9th) year he/she maintains a coaching position in the sport. A 30% plus adjustment to the supplement amount shall be made for the tenth (10) year and continuing through the fourteenth (14 th ) year he/she maintains a coaching position in the sport. A 40% plus adjustment to the supplement amount shall be made for the fifteenth (15 th ) year he/she maintains a coaching position in the sport. A 50% plus adjustment to the supplement amount shall be made for the twentieth (20 th ) year in the sport and thereafter as long as he/she maintains a coaching position in the sport. The requirement for continuity in the same sport shall be waived if the principal requests that the coach change sports. (3) In the event a former District coach is reemployed by the District in the previously held coaching position at any District school, the coach shall be credited with the same coaching salary experience previously earned. (4) A coach whose team or individual team member(s) advances beyond district competition in the state tournament structure shall receive a 1% plus adjustment of the supplement amount for the position for each calendar day from the day following the conclusion of district competition through the day of the last competition. The same adjustment shall apply to the cheerleading coach and band director. * To be approved at the discretion of the Superintendent based upon an adequate number of participants. 12

21 Effective: July 1, 2011 Approved: November 15, 2011 DIFFERENTIATED PAY FOR MIDDLE SCHOOL ATHLETICS Employees who assume additional responsibilities in coaching in and coordinating the middle school athletic program will receive differentiated pay as follows: Middle School Head Coach (1 per school per sport).02 Sports: Boys Cross Country Girls Cross Country Boys Volleyball Girls Volleyball Boys Soccer Girls Soccer Boys Basketball Girls Basketball Boys Track Girls Track Middle School Assistant Coach (1 per school per sport).015 Sports: Boys Volleyball Girls Volleyball Boys Soccer Girls Soccer Boys Basketball Girls Basketball Boys Track Girls Track Middle School Athletics Site Coordinator (1 per school per year).06 13

22 Effective: July 1, 2011 Approved: November 15, 2011 PART-TIME COMMUNITY SCHOOL COORDINATOR IN ADULT EDUCATION Degree Hourly Rate Baccalaureate, Masters $26.13 Specialist $27.14 Doctorate $27.61 PART-TIME PERSONNEL IN ADULT EDUCATION Degree/Position Hourly Rate Doctorate, Specialist, Masters (Instructor) $22.15 Baccalaureate, Non-Degree (Instructor) $20.03 Data Entry Clerk $ 9.38 Tutor $ 9.12 Assistant General (Aide) $ 8.22 Technology Assistant $13.48 Fiscal Assistant $13.00 PART-TIME PERSONNEL IN BEFORE/AFTER SCHOOL PROGRAMS Degree/Position Hourly Rate Doctorate, Specialist, Masters (Instructor) $22.15 Baccalaureate, Non-Degree (Instructor) $20.03 Assistant/General (Aide) $9.07 PART-TIME INSTRUCTIONAL PERSONNEL Hourly Rate IN SATURDAY SCHOOL (Discipline) $16.48 TEACHER OF HOMEBOUND STUDENTS Degree Hourly Rate Doctorate, Specialist, Masters $22.15 Baccalaureate $

23 Effective: July 1, 2011 Approved: November 15, 2011 STAY PROJECT INSTRUCTOR/AFTER-SCHOOL PROGRAM DIRECTOR Degree Hourly Rate Doctorate, Specialist, Masters $22.15 Baccalaureate $20.03 PART-TIME NCLB SUPPLEMENTAL EDUCATION SERVICES (SES) TITLE I FACILITATOR Degree Hourly Rate Baccalaureate, Masters $26.13 Specialist $27.14 Doctorate $27.61 MIGRANT/EVEN START COORDINATOR Instructional Salary Schedule MISCELLANEOUS HOURLY Instruction (Administrative/Supervisory Personnel - per class hour) $37.10 Writing/Program Development (Administrative/Supervisory Personnel) Hourly Rate Curriculum Writing Participant $20.00 In-Service Participant (Instructional Personnel, if attendance is required) $17.00 In-Service Instructor (Instructional Personnel) $30.00 Collier Writes (Instructional Personnel) Masters and above $22.15 Bachelors $20.03 Auditorium Coordinator (Instructional Personnel) $23.32 Auditorium Technician (Instructional or Non-Instructional Personnel) $12.72 Choral Accompanist $18.02 Continuing Education Instructor-Nursing $25.00 Bus Buddy (Locational or grant funds only) $10.60 Fair Board Representative/Education Tent Coordinator $530.0 (supplement) AVID Group Discussion Leader $12.00 SICK LEAVE POOL COMMITTEE per Meeting Sick Leave Committee Member $50.00 Sick Leave Committee Chairperson $ DISTRICTWIDE SUMMER SCHOOL ASSISTANT PRINCIPAL Summer School Salary $1,

24 SCHOOL PSYCHOLOGISTS BEHAVIOR ANALYST/MANAGEMENT SPECIALIST (196 days, 7.5 hr. work day, plus a 30 minute unpaid lunch) (Exempt) Step 0 $51,125 1 $52,911 2 $54,302 3 $55,732 4 $57,178 5 $58,622 6 $60,055 7 $61,499 8 $62,930 9 $64, $65, $67, $68, $72, $74,957 Effective: July 1, 2011 Approved: November 15, 2011 Degree/Certification Supplements: $15.30 per day Doctorate Degree $10.20 per day Specialist Degree $ 9.70 per day NCSP Certification (currently working as school psychologist) The following procedure will be used by the Superintendent to determine the level of experience: A. Each step is equivalent to one year experience as a school psychologist/behavior specialist. Employees new to the district placed according to previous experience as a school psychologist/behavior specialist, with five (5) years maximum experience assigned. B. Steps for those beginning psychologists/behavior specialist with related experience, such as teaching or clinical psychologist/behavior specialist, are assigned as follows: 0-1 year experience Step years experience Step years experience Step 2 Steps to be assigned by the Superintendent, with prior approval from the Board, if deviating. BENEFITS FOR THIS POSITION ARE STATED UNDER CONDITIONS OF EMPLOYMENT 16

25 OCCUPATIONAL THERAPIST (196 days, 7.5 hr work day, plus a 30 minute unpaid lunch) (Exempt) (Summer School to be added at hourly rate) Step 0. $53, $55, $57, $58, $60, $61, $63, $64, $65, $67, $68, $70, $71, $73, $74, $77, $80,978 PHYSICAL THERAPIST (196 days, 7.5 hr. work day, plus a 30 minute unpaid lunch) (Exempt) (Summer School to be added at hourly rate) Step 0 $56,658 1 $58,963 2 $60,386 3 $61,793 4 $63,230 5 $64,637 6 $66,070 7 $67,507 8 $68,928 9 $70, $71, $73, $74, $76, $77, $80, $84,158 Effective: July 1, 2011 Approved: November 15, 2011 The following procedure will be used by the Superintendent to determine the level of experience for initial placement on the salary schedule: Each step is equivalent to one year full-time experience under contract as on Occupational Therapist or Physical Therapist BENEFITS FOR THIS POSITION ARE STATED UNDER CONDITIONS OF EMPLOYMENT 17

26 Effective: July 1, 2011 Approved: November 15, 2011 ESE SCHOOL INTERVENTION THERAPISTS HOME-SCHOOL INTERVENTION COUNSELOR (196/216/230 days, 7.5 hr. work day, plus a 30 minute unpaid lunch) (Exempt) Step 0. $43, $44, $45, $47, $48, $50, $51, $53, $54, $56, $57, $59, $61, $62, $64, $66, $69, $70,559 MASTER S DEGREE IN SOCIAL WORK REQUIRED Degree Supplements: $1,500 $2,000 Specialist in Education Degree or unconditional admission to Doctoral candidacy from an accredited college (ABD). Specialist in Education Degree or unconditional admission to Doctoral candidacy (ABD) IF in the area of assignment. $2,500 Doctoral Degree from an accredited college or university. $3,000 Doctoral Degree from an accredited college or university IF in the area of assignment. BENEFITS SHALL BE COMMENSURATE WITH THOSE FOR INSTRUCTIONAL EMPLOYEES. 18

27 Effective: July 1, 2011 Approved: November 15, 2011 SALARY SCHEDULE & BENEFITS FOR SUMMER EMPLOYMENT Administrative Personnel 1. The salary for administrators who work summer school or summer enrichment shall be calculated by using the hourly rate of the administrator for the school year immediately preceding summer school, but shall not be less than that listed below. 2. The salary for any teacher who serves as a summer school administrator shall be calculated as follows: a) Elementary School Principal Beginning step for the position of elementary school principal or current daily rate, whichever is greater b) Middle School Principal Beginning step for the position of assistant middle school principal or current daily rate, whichever is greater c) High School Principal Beginning step for the position of assistant high school principal or current daily rate, whichever is greater All rates will be computed using the school year immediately preceding summer school. Experience steps will not be granted for previous summer school experience. Instructional Personnel 1. The Summer School Program/Curriculum Writing Projects shall be at the discretion of the Board. 2. The salary for teaching summer school shall be calculated by using the hourly rate of the employee for the school year immediately preceding the summer school 3. The following leave provision apply to regular summer school teaching only: A. Sick Leave Each employee who is scheduled to work at least one-half of the summer school program shall earn two (2) days of paid sick leave at the conclusion of the first day the employee actually works in summer school. Such sick leave shall be cumulative from summer school to the regular school year. Sick leave earned during the employee s regular contract period may not be used during summer school. A day of sick leave is defined as the number of hours regularly scheduled to be worked per day in summer school. Any employee who works less than one-half of the summer school program will not earn leave. B. Personal Leave Each employee shall be entitled to one (1) day personal leave from the two (2) days of sick leave posted in A above. Such personal leave shall be charged against the sick days earned for summer school and is noncumulative. In any event, an employee may not take more than six (6) personal days of leave each fiscal year. C. Other Leave Other types of leaves permitted in the summer school program are: 1) Jury Duty 2) Illness-In-Line-of-Duty Leave 19

28 4. The salary for participating in curriculum writing projects shall be $20.00 per hour. 5. There are no leave benefits for any employee who participates in curriculum writing projects. 6. Contracts for teaching positions/assignments for the district s Summer School Program first shall be offered to employees who were employed by the district in the preceding school year. 7. Employees hired after June 1, 1994, working in critical areas of Exceptional Student Education may be required to work extended contracts as a condition of employment. Those critical areas include the following: Hearing Impaired Visually Impaired Profoundly Mentally Handicapped Severely Emotionally Disturbed Trainable Mentally Handicapped Speech/Language Pathologist 8. Counselors who are required by their Principal and agree to work during the summer break will be compensated at their regular rate of pay. Non-Instructional and Support Personnel Employees shall be compensated using the salary schedule for the positions they accept. If such position is the same as their position during the school year, they shall be paid the same hourly rate in effect for the school year immediately preceding summer school. If the summer position is in a different classification, the employee shall be compensated at the rate for the new position with a comparable step placement. CCAEOCAP 1. Selection criteria for appointment to summer school positions: A. Employees with less than three contract years of full-time service with CCPS would not be considered for summer school employment except in such situations where no appropriately certificated or qualified candidates with at least three years of full-time CCPS service had applied. B. Employees may apply for summer school positions that they currently hold or for a position in which they have a minimum of one (1) year s prior experience. C. Following adherence to items 1 and 2 above, employees shall be given priority consideration for appointment to summer school positions consistent with the needs of the District. Such priority consideration may be set aside in order to provide the District the opportunity to assure that the staffing of all summer school positions initially has provided equitable assignment of minority applicants and fairly represents schools throughout the district. D. The special requirements for meeting the needs of Exceptional Student Education, when necessary, may take precedence to the criteria listed above. 2. Employees assigned to the Board s summer school program shall be entitled to the following benefits: A. Employees working at least a six-hour day in the summer school program shall receive a 30-minute paid lunch as a part of their regular work day. 20

29 B. Each employee who is scheduled to work at least one-half of the summer school program shall earn two (2) days of paid sick leave at the conclusion of the first day the employee actually works in summer school. However, no employee shall earn more than twelve (12) days of sick leave in a fiscal year. Such sick leave shall be cumulative from summer school to the regular school year. Sick leave earned during the employee s regular contract period may not be used during summer school. A day of sick leave is defined as the number of hours regularly scheduled to be worked per day in summer school. Any employee who works less than one-half of the summer school program will not earn leave. C. Each employee shall be entitled to one (1) day personal leave from the two (2) days of sick leave posted in B above. Such personal leave shall be charged against the sick days earned for summer school and is non-cumulative. However, no employee may utilize more than six (6) days of personal leave in a fiscal year. D. Other types of leave permitted in the summer school program are Jury Duty and Illnessin-Line-of-Duty, and Association leave. Association leave shall be at the discretion of the employee s supervisor. Teamsters Local 79 A. Employees who wish to be employed in summer employment must apply for a position(s) advertised on the district s employment website as temporary summer positions become available. Employees shall be eligible for summer employment according to the employee s classification, district wide seniority, training, experience, and skills and the needs of the district. Employees shall be compensated using the salary schedule for the position they accept. If such position is the same as their position during the school year, they shall be paid the same hourly rate in effect for the school year immediately preceding summer employment. If the summer position is in a different classification, the employee shall be compensated at the beginning rate for that classification. However, bus drivers who are employed as bus attendants shall be compensated according to their bus driver step applied to the bus attendant classification. B. Each employee who works under the provisions of summer employment shall earn one (1) day of paid sick leave as defined below for each scheduled calendar month, or portion thereof, at the conclusion of the first day the employee actually works. A day of sick leave is defined as the number of hours regularly scheduled to work per day during summer employment. An employee who works less than one-half of the summer employment period shall not earn sick leave. No employee shall earn more than twelve (12) days of sick leave in a fiscal year. All unused sick leave hours shall accrue to the employee s sick leave balance. Only sick leave earned during the current summer employment period can be used for sick leave during the summer employment period except under emergency health conditions substantiated by medical documentation. C. Each employee shall be entitled to one (1) day personal leave that will be charged to his/her sick leave earned during summer employment; however, the total sick leave and personal leave hours/days used during summer employment cannot exceed the number of sick days earned during summer employment. No employee may utilize more than six (6) days of personal leave in a fiscal year. D. Other types of leaves permitted during the summer are Jury Duty and Illness-in-Line-of Duty leave. 21

30 Effective: July 1, 2011 Approved: November 15, 2011 CONFIDENTIAL SECRETARIES / NON-BARGAINING UNIT SALARY SCHEDULE Hourly Rate (8 hr. work day, includes 30 minute paid lunch) (Non-Exempt) Step A $12.78 $13.41 $14.08 $14.78 $15.52 B $13.13 $13.81 $14.48 $15.21 $16.00 C $13.53 $14.22 $14.92 $15.67 $16.46 D $13.93 $14.65 $15.36 $16.15 $16.96 E $14.37 $15.09 $15.82 $16.63 $17.48 F $14.79 $15.56 $16.29 $17.12 $17.99 G $15.22 $16.03 $16.77 $17.63 $18.52 H $15.76 $16.52 $17.28 $18.17 $19.09 I $16.16 $17.00 $17.79 $18.73 $19.66 J $16.64 $17.52 $18.33 $19.29 $20.25 K $17.13 $18.05 $18.88 $19.85 $20.87 L $17.64 $18.55 $19.45 $20.45 $21.50 M $18.18 $19.13 $20.03 $21.06 $22.12 N $18.74 $19.70 $20.62 $21.67 $22.78 O $19.30 $20.29 $21.25 $22.37 $23.46 P $19.86 $20.90 $21.89 $23.01 $24.17 Range 1 Range 2 Range 3 Range 4 Range 5 Support Assistant I, Support Assistant II, Staff Assistant, Executive Secretary, Administrative Secretary, Human Resources/ Human Resources/ Board Assistant Superintendent Board Benefits & Benefits & Staff Assistant, Executive Secretary, Executive Secretary, Wellness Office Wellness Office Director Executive Director Assistant Superintendent Receptionist/Switchboard HR/Benefits & Office, Manager, School Executive Secretary, Operator Wellness Office Manager, Summer Chief Instructional Support Assistant, School Officer Compensation Executive Secretary, Chief Operational Officer The following will be added to the hourly rate: $1.25 per hour Four-year degree from an accredited college $.75 per hour Two-year degree from an accredited college $.90 per hour 20 years of experience in Collier County Public Schools BENEFITS ARE STATED UNDER CONDITIONS OF EMPLOYMENT 22

31 Confidential Secretaries Salary Schedule (cont.) Effective: July 1, 2011 Approved: November 15, New employees shall be limited to a maximum of seven (7) years of verified job-related full-time experience. Voluntary or other non-compensated experience cannot be counted toward the seven (7) years. 2. Promotion within the Confidential scale: Placement will be based on the following: Locate the pay grade assigned to the new position. Find the salary closest to but not less than the employee s current salary. Placement will be two steps higher* 3. Demotion within the Confidential scale: Voluntary Placement will be on a step closest to but not more than the current salary. Involuntary Placement will be on a step closest to the current salary, but not more than the current salary or Step CCAEOCAP to Confidential: Placement will be based on CCAEOCAP experience that is related to the position. If the experience is determined to be related, placement will be based on the following: Promotion: Locate the pay grade assigned to the new position. Find the salary closest to but not less than the employee s current salary. Placement will be two steps higher.* Demotion: Voluntary Placement will be on a step closest to but not more than the current salary. Involuntary Placement will be on a step closest to the current salary, but not more than the current salary or Step 7. If the experience is determined not to be related, placement will be on the step equivalent to the number of years CCPS experience, but not more than Step Former Confidential employees returning to a Confidential position shall be credited with the same salary experience previously earned. Additionally, employees returning who had brought in less than seven (7) years outside experience may verify additional years of full time, job related experience that had not been previously applied, for a total not to exceed seven (7) years of outside experience. *If the promoted step is lower than Step 7, the employee may bring in additional years of verified fulltime job related experience that has not been previously applied, for placement on Step 7. 23

32 CONFIDENTIAL SECRETARIAL / NON-BARGAINING UNIT POSITIONS PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 1 Office Support Assistant I, Human Resource, Benefits & Wellness N/A G 2 Office Support Assistant II, 250 N/A G Human Resource, Benefits & Wellness Receptionist/Switchboard Operator /250 N/A G 3 Staff Assistant, Director 250 N/A G Human Resources, Benefits & Wellness Support Assistant, Compensation N/A G 4 Executive Secretary, Assistant Superintendent N/A G 4 Executive Secretary, Executive Director 250 N/A G 4 Office Manager, School 216/223/250 N/A G Elementary Middle High Office Manager, Summer School Summer School Term N/A G 5 Administrative Secretary, Board N/A G 5 Executive Secretary, Chief Instructional Officer N/A G 5 Executive Secretary, Chief Operational Officer N/A G 5 Executive Secretary, Assistant Superintendent N/A G 24

33 Effective: July 1, 2011 Approved: November 15, 2011 SECRETARIAL/CLERICAL/ASSISTANT/PARAPROFESSIONAL SALARY SCHEDULE (CCAEOCAP) (8 hr work day, includes 30 minute paid lunch) (Non-Exempt) Experience Classification/Hourly Rate Steps Initial Placement on the Salary Schedule for Years of Experience A B C D E a b c d e f g h i j k l m CLASSIFICATIONS: A B C D E Assistant, General Assistant, Production Assistant, ESE Assistant, Alternative Clerk, Payroll (District) Instructional Interpreter, Hearing Assistant, Payroll Ed Classroom Computer Operator Assistant, General Impaired I Assistant, Prek Outcome Assistant, Alternative (District) Instructional and Secretary, General School Assistant, Title I Parent Ed Migrant Interpreter, Hearing Office (K-12) Tutor, ELL Involvement Assistant, Attendance Impaired IV Assistant, General Office Tutor, Title I Clerk, Accounting Assistant, ISS Assistant, Prek /Basic Clerk, Inventory Bookkeeper Assistant, Prek Planning Clerk, Migrant Records Clerk, Data Entry Assistant, Prek/Safety Clerk, Title I Inventory Family Service Worker, Receptionist, School Interpreter, Hearing Head Start Basic Impaired II Health Service Worker, Liaison, ESE Employment Head Start Basic Paraprofessional Interpreter, Hearing Paraprofessional, Migrant Impaired III Paraprofessional, Title III Liaison, Home-School Bilingual Liaison, Recruiter/ Para-Teacher, Even Start Home School Proctor, Title I Liaison, Student Secretary, ESE (school) Tracking Secretary, General C & I Secretary, Activities Secretary, General Admin Coordinator Secretary, Title I Resource Secretary, LWIT Secretary, Administrator Secretary, Assistant Principal Secretary, Director Secretary, Guidance Specialist, Community Outreach Translator/Interpreter, District Bilingual 25

34 Secretarial/Clerical/Assistant/ Paraprofessional Salary Schedule (cont.) 1. New employees shall be limited to a maximum of five (5) years of validated and job-related fulltime experience. Former Collier County School District employees, who return to the school district within the bargaining unit, shall be credited with the same salary experience previously earned. 2. Transfer from Confidential to CCAEOCAP: Placement is based on a maximum five (5) years verified experience plus CCPS experience, less the number of years Confidential employees did not receive a step. 3. Transfer from Teamsters to CCAEOCAP: Placement is based on a maximum five (5) years verified experience or a maximum five (5) years CCPS experience or a combination of CCPS experience and verified experience totaling five (5) years. 4. *With a four-year degree from an accredited college, add one dollar and twenty-five ($1.25) per hour. With a two-year degree from an accredited college, add seventy-five cents ($.75) per hour. Designated employees who meet the para-pro NCLB requirement and are not paid for a two or four year degree, will be eligible for a twenty-five cent ($.25) per hour additional payment. 5. Upon approval of the SUPERINTENDENT or his designee, the BOARD will reimburse each EMPLOYEE the actual amount of tuition paid, not to exceed the resident tuition rate established by the Florida State Board of Regents for each semester hour taken in an area which may improve his/her overall value to the District. The determination of potential for improving the employee s overall value to the District is solely at the discretion of the Superintendent or his designee. 6. Preschool Safety Aides shall be paid a supplement of $75.00 per semester. This supplement shall be prorated when EMPLOYEES are in positions less than a full semester. 7. EMPLOYEES required by the school district to complete training outside of their contracted work day or work year shall be reimbursed at their current hourly salary rate for each training hour. 8. EMPLOYEES required by the District to earn a Child Developmental Associate s (CDA) Certificate and who have completed the training shall receive a $ one-time supplement at the conclusion of his/her probationary period. After earning a CDA, EMPLOYEES who complete the District approved retraining shall receive a $75.00 supplement, not to exceed one supplement per year. 9. Hearing Impaired Interpreters shall be classified based on level of service required by the student. Initial placement shall be on Step of Range B, C, D, or E. At all times placement on the salary schedule for new and existing employees shall be based on the required level of service of the student in the new assignment. In the event a Hearing Impaired Interpreter is assigned to multiple students, the employee shall be classified at the highest level of required service. 10. An A level Assistant shall be considered for C level compensation on a case-by-case basis. A reclassification is appropriate when an ESE student requires essential or extraordinary services. Essential services will be defined as CBR restraint activities, medical feeding procedures, lifting and positioning students as directed by OT/PT, and/or direct supervision of students with Autism. Extraordinary services are defined as requiring excessive time and attention (in excess of 50% of the work day) to the extent that the duties associated with the ESE student render the position equivalent to an ESE Assistant as confirmed by the teacher and principal or program supervisor. The effective date of any change in classification will be the date of written notification, with rationale, to Human Resources/Compensation from either the Principal or program supervisor. 26

35 Overtime Any overtime must have the prior approval of the Supervisor. Student Assistants Hourly rate: Minimum wage ($7.31) ($7.67 effective January 1, 2012) Adult Student Worker $10.00 hr 27

36 PAY RANGE A A SECRETARIAL / CLERICAL / ASSISTANT / PARAPROFESSIONAL POSITIONS TITLE Assistant, General Instructional and Office Elementary Middle High Assistant, General Instructional and Office (K- 12) TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 186 D E D E A Assistant, General Office (District) D E A Assistant, General Office Elementary Middle High D E A Assistant, Prekindergarten/Basic D E A Assistant, Prekindergarten/Planning 186 D E A Assistant, Prekindergarten/Safety D E A Receptionist, High School D E B Assistant, Production D E B Interpreter, Hearing Impaired I D E B Secretary, General School 201/209/250 D E B Tutor, ELL 188 D E Spanish Creole B Tutor, Title I D E C Assistant, ESE 186/188/192 D E C Assistant, Payroll D E C Assistant, Prekindergarten Outcome D E C Assistant, Title I Parent Involvement D E C Clerk, Accounting (Business Office, 186/196/230/250 D E Maintenance, Transportation, School) C Clerk, Inventory (Business Office) D E C Clerk, Migrant Records D E C Clerk, Title I Inventory D E C Interpreter, Hearing Impaired II D E C Liaison, ESE Employment D E C Paraprofessional D E C Paraprofessional, Migrant D E C Paraprofessional,Title III Bilingual D E C Para-Teacher, Even Start D E C Proctor, Title I Elementary Middle High D E C Secretary, ESE (School) D E C Secretary, General C & I /216/250 D E C Secretary, General, Administration D E C Secretary, Title I Resource D E C Secretary/LWIT D E 28

37 PAY RANGE SECRETARIAL / CLERICAL / ASSISTANT / PARAPROFESSIONAL POSITIONS TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) D Assistant, Alternative Education Classroom D E D Assistant, Alternative Education Migrant D E D Assistant, Attendance D E D D Assistant, ISS Elementary Middle High Bookkeeper (High School, Business Office, Maintenance, Facilities, LWIT, Transportation) /250 D E 216/250 D E D Clerk, Data Entry (District) D E D Clerk, Data Entry / School D E D Clerk, Data Entry/ Maintenance D E D Clerk, Data Entry/ Transportation D E D Clerk, Data Entry/Title I D E D Family Service Worker, Head Start Basic D E D Health Service Worker, Head Start Basic D E D Interpreter, Hearing Impaired III D E D Liaison, Home-School D E D Liaison, Recruiter/Home School D E D Liaison, Student Tracking D E D Secretary, Activities Coordinator D E D Secretary, Administrator/ LWIT D E D Secretary, Administrator/Adult and D E Community Education D Secretary, Assistant Principal High School /223 D E D Secretary, Assistant Principal Middle School D E D Secretary, Director Assessment & Data D E Management D Secretary, Director Federal and State Grants /250 D E D Secretary, Director FTE, Surveys & Staff D E Allocations D Secretary, Director of Accounting D E D Secretary, Director/English Language Learners D E Services D Secretary, Director/ESE D E D Secretary, Director/Facilities D E D Secretary, Director/Maintenance D E D Secretary, Director/Non-traditional Schools & D E Programs D Secretary, Director/Nutrition Services D E D Secretary, Director/Purchasing D E D Secretary, Director/Student Relations D E D Secretary, Director/Technology D E D Secretary, Director/Transportation D E D Secretary, Guidance /216 D E D Specialist, Community Outreach D E D Translator/Interpreter, District Bilingual D E E Clerk, Payroll (District) D E E Computer Operator (District) D E E Interpreter, Hearing Impaired IV D E 29

38 TEAMSTERS SALARY SCHEDULE (8 hr work day, includes 30 minute paid lunch) (Non-Exempt) STEP I II III IX V VI 0 $9.63 $10.57 $12.13 $13.67 $15.11 $ $9.91 $10.90 $12.49 $14.08 $15.53 $ $10.20 $11.13 $12.88 $14.47 $15.93 $ $10.51 $11.44 $13.26 $14.85 $16.34 $ $10.77 $11.73 $13.66 $15.22 $16.72 $ $11.07 $12.03 $14.05 $15.63 $17.12 $ $11.34 $12.43 $14.41 $16.03 $17.49 $ $11.64 $12.76 $14.79 $16.40 $17.88 $ $11.89 $13.16 $15.16 $16.83 $18.31 $ $12.20 $13.54 $15.58 $17.21 $18.69 $ $12.61 $14.06 $16.11 $17.72 $19.18 $ $13.18 $14.70 $16.87 $18.56 $20.05 $ $13.48 $15.03 $17.25 $18.97 $20.50 $ * $13.93 $15.42 $17.60 $19.29 $20.84 $ $14.23 $15.76 $17.99 $19.72 $21.30 $23.89 *Only employees who have earned a minimum of twenty (20) years of service in Collier County Public Schools are eligible for this step. Effective: July 1, 2011 Approved: November 15, 2011 CLASSIFICATIONS: (Work Areas) I II III IV V VI Custodian Assistant Custodian Groundskeeper II Bus Driver Bilingual Dispatcher Carpenter Groundskeeper I Head Custodian, Courier Transportation Driver Controls Technician Nutrition Service Elementary Deliveryman Trainer Electrician Worker Mechanic Helper Head Custodian, Equipment Special Programs Middle/High Technician Bus Attendant Painter HVAC Technician Parts and Tool Mechanic Attendant Paint and Body Utility Bus Driver Utilityman Technician Parts and Tool Specialist Plumber The following supplements will be added to the hourly rate: $.75 per hour Hours worked as a crew leader. Work crew leaders must be approved by the Superintendent or his designee. $.25 per hour For every 75 accumulated hours of training (Nutrition Service Worker) $.50 per hour Mechanics and Parts & Tool Attendants in the Department of Transportation and HVAC (Utility Man) who are required to work an eight (8) hour shift that normally ends later than 9:00 PM. New employees shall be limited to a maximum of five (5) years of validated and job-related full-time experience. Former Collier County School District Employees returning to the school district within the bargaining unit shall be credited with the same salary experience previously earned. 30

39 TEAMSTERS POSITIONS PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) I Custodian Assistant /250 D C II Custodian D C II Groundskeeper I D C II Nutrition Service Worker D C II Special Programs Bus Attendant D C III Groundskeeper II D C III Head Custodian/Elementary School D C III Mechanic Helper D C IV Bus Driver D C IV Courier D C IV Deliveryman D C IV Head Custodian/ 250 D C Middle High School IV Painter D C IV Parts and Tool Attendant 250 D C Maintenance Transportation IV Utility Bus Driver D C IV Utilityman D C V Bilingual Dispatcher D C V Transportation Driver Trainer D C VI Carpenter D C VI Controls Technician D C VI Electrician D C VI Equipment Technician D C VI HVAC Technician D C VI Mechanic D C VI Paint and Body Technician D C VI Parts and Tool Specialist 250 D C Maintenance Transportation VI Plumber D C 31

40 Effective: July 1, 2011 Approved: November 15, 2011 NUTRITION SERVICE ASSISTANT SALARY SCHEDULE Part-Time Hourly (Non-Exempt) Step 0 $ $ $ $ $ $ $ $ $ $ $ $13.81 Substitute Nutrition Service Assistant $8.44 (effective April 6, 2009) Student Workers/Learn N Earn Program $

41 Effective: July 1, 2011 Approved: November 15, 2011 NUTRITION SERVICES ASSISTANT MANAGER/MANAGER SALARY SCHEDULE Exempt (196 days, 8 hr work day, includes 30 minute paid lunch) STEP RANGE RANGE RANGE RANGE A $ $ $ $ B $ $ $ $ C $ $ $ $ D $ $ $ $ E $ $ $ $ F $ $ $ $ G $ $ $ $ H $ $ $ $ I $ $ $ $ J $ $ $ $ K $ $ $ L $ $ $ M $ $ $ N $ $ $ O $ $ $ RANGE 1 RANGE 2 RANGE 3 RANGE 4 Assistant Managers Elementary School Managers Middle School Managers High School Managers New employees shall be limited to a maximum of five (5) years of validated, job-related full-time experience. Promotion: Employees promoted within the Nutrition Services Assistant Manager/Manager salary schedule shall be placed on the step that provides a 5% annual increase or may bring in 5 years of unused job related experience, whichever is greater. Demotion: Employees shall be placed on the same step in the lower range. Supplements: $7.20 daily years experience in Collier County Public Schools $75.00 per event... Working special events and catering functions $ per month... Satellite school for another program. A satellite program is defined by a total enrollment of 300 students or more, or as identified by the Nutrition Services Department. Supplement is either paid to a Manager from another site that is providing additional training to the Assistant Manager at the satellite school or the supplement is paid to the Assistant Manager at the satellite school fully trained and operational and does not require supervision from a Manager from another site. Nutrition Service Workers who attend the Manager Trainee program will receive a supplement based on the difference between their current hourly rate and the Assistant Manager, Step A hourly rate. BENEFITS SHALL BE COMMENSURATE WITH THOSE FOR MANAGERIAL EMPLOYEES 33

42 NUTRITION SERVICES ASSISTANT MANAGER/MANAGER POSITIONS PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT CONTRACT CONTRACT CODE (Payroll) 1 Assistant Manager D D 2 Elementary School Manager D D 3 Middle School Manager D D 4 High School Manager D D 34

43 SUBSTITUTE SALARY SCHEDULE Effective: July 1, 2011 Approved: November 15, 2011 SUBSTITUTE TEACHING Degree (Associate, Bachelor, etc) Non-Degree Long-Term Teaching Saturday School LWIT Substitutes ESE Nurse Substitutes LPN (Non-Degreed) Summer School Teachers $91.43 per teacher day (7.5 hrs.) or $12.19 per hour. $75.83 per teacher day (7.5 hrs.) or $10.11 per hour. Regular teaching daily rate after 30 days Effective January 13, 2012, base pay for the Bachelor s Degree/0 experience (daily rate) after 30 days $16.48 per hour $18.98 per hour (Exceptions to be paid at the substitute teaching rates listed above: Business Education, IMTS, Work Evaluation) $18.98 per hour $9.49 per hour Regular teacher substitute hourly rate. SECRETARIAL/CLERICAL/ASSISTANT/PARAPROFESSIONAL SUBSTITUTE SALARY SCHEDULE Classification/Hourly Rate* Substitute A B C D E $9.34 $10.11 $10.46 $11.17 $11.82 TEAMSTERS SUBSTITUTE SALARY SCHEDULE Classification/Hourly Rate* Substitute I II III IV V VI $8.64 $9.48 $10.88 $12.26 $13.55 $14.87 CONFIDENTIAL SECRETARY SUBSTITUTE SALARY SCHEDULE Classification/Hourly Rate * Substitute $10.91 $11.45 $12.01 $12.62 $13.25 Previous CCPS employees shall be placed on the appropriate step for the classification based on CCPS experience *Please refer to the appropriate salary schedule for a listing of all classifications. OTHER SUBSTITUTES An employee assigned, in writing by his/her immediate supervisor, to replace an employee on shortterm leave for more than twenty (20) consecutive full work days during any one school year, in a job title higher than his/her respective salary classification within the bargaining unit, will be compensated at the salary rate commensurate to the temporary classification commencing on the 21 st day of assignment to that temporary classification. The additional compensation shall be paid on the next payroll date following the twentieth day. A CCAEOCAP employee assigned, in writing by his/her immediate supervisor, to replace an employee on short-term leave for more than five (5) consecutive full work days during any one school year, in a job title higher than his/her respective salary classification within the bargaining unit, will be compensated at the salary rate commensurate to the temporary classification commencing on the 6th day of assignment to that temporary classification retroactive to the first day. The additional compensation shall be paid on the next payroll date. 35

44 An employee who substitutes for any other employee outside of his/her contractual time shall be paid at his current hourly rate or the entry level for the position in which he/she is substituting, whichever is higher. An employee assigned in writing to temporarily replace another employee in a different nonbargaining classification for more than five (5) consecutive work days, shall be paid the entry level rate for that classification or a 10% increase based on their current rate of pay, whichever is greater, if the employee meets the classification s minimum qualifications. If the employee does not meet the minimum qualifications, the employee shall be paid the 10% increase. The additional compensation shall be paid on the next payroll date and be retroactive to the first day. An instructional employee who is directed by his/her Principal to substitute in an instructional capacity during his/her planning period/block in the absence of another employee shall receive a stipend as follows: Minutes Stipend 15 & <41 $15 41 & <81 $20 81 $36 When a class is divided among other classes for more than half of the student day because a substitute cannot be procured, then each teacher receiving students shall receive the proportionate amount of substitute pay. The proportion will be determined by the number of teachers receiving students from the class. Substitute experience with CCPS or outside the district shall not be allowed as eligible experience for applicants who are employed as regular full time or part time employees. 36

45 Effective: July 1, 2011 Approved: November 15, 2011 ADMINISTRATIVE SALARY SCHEDULE Daily Rate* (7.5 hr. work day, plus a 30 minute unpaid lunch) (Exempt) Range Minimum Midpoint Maximum 1 $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ *Daily rate used to compute annualized salary The following will be added as supplements: $10.20 per day Specialist Degree (submit official transcript with date degree was conferred) or Unconditional Admission to Doctoral Program (ABD) (submit form located on District web site) $15.30 per day Doctorate Degree (submit official transcript with date degree was conferred) $ 7.20 per day 20 years in Collier County Public Schools $1,000 per year.. High School Dean $ per year Principal Mentor $5,000 per year. Chief Negotiator (one named per year) $3,000 per year.. Chief Spokesperson (two named per year) $2,000 per year.. Team Member $500 per year for each Multiple Team Assignment additional team assignment 37

46 PAY RANGE TITLE ADMINISTRATIVE POSITIONS TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 11 Chief Instructional Officer B-1 I 11 Chief Operational Officer B-1 I 11 School Board Attorney/District General Counsel B-1 I 10 Assistant Superintendent, School Operations B-1 I 9 N/A 8 Executive Director, Benefits & Wellness B-1 I 8 Executive Director, Communications Services B-1 I 8 Executive Director, Elementary Programs B-1 I 8 Executive Director, Exception Student B-1 I Education 8 Executive Director, Facilities Management B-1 I 8 Executive Director, Federal, State Competitive B-1 I Grants/English Language Learner Programs 8 Executive Director, Financial Services B-1 I 8 Executive Director, Human Resources B-1 I 8 Executive Director, Planning, Accountability B-1 I 8 Executive Director, Secondary Programs B-1 I 8 Executive Director, Student & Staff B-1 I Projections, Allocations & Reporting 8 Executive Director, Support Services B-1 I 7 Principal, Career Center B H 7 Principal, High School B H 6 Principal, EVG B H 6 Principal, Middle School B H 5 Principal, Alternative Schools/Summer School B H 5 Principal, Elementary School B H 4 Director, Advanced Studies and Gifted B H Learners, K-12 4 Director, Adult and Community Education B H 4 Director, Assessment & Data Management B H 4 Director, Benefits and Wellness B H 4 Director, Budget B H 4 Director, Competitive Grants & Charter B H Schools 4 Director, Differentiated Accountability B H 4 Director, Exceptional Student Education B H 4 Director, Federal and State Grants B H 4 Director, Human Resources B H 4 Director, Instructional Technology B H /Professional Development/Media Services 4 Director, Labor Relations, Legislation and B H Employee Investigations 4 Director, Maintenance & Operations B H 38

47 ADMINISTRATIVE POSITIONS (cont.) PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 4 Director, Non Traditional Schools and B H Programs 4 Director, Nutrition Services B H 4 Director, Student Relations B H 4 Director, Student Services B H 4 Director, Technology B H 4 Director, Transportation B H 3 Administrator, Lorenzo Walker Institute of B H Technology 3 Assistant Principal, High School, Curriculum B H & Instruction 3 Assistant Principal, High School, Discipline & B H Attendance 3 Assistant Principal, Career Center B H 3 Director, Facilities Planning & Design B H 3 Director, Project Management B H 3 Director, Purchasing B H 3 Director, Interagency, Real Property and Regulatory Coordination/Legal Department B H 2 Assistant Director, Exceptional Student B H Education 2 Assistant Director, Federal & State Grants B H 2 Assistant Principal, Elementary B H 2 Assistant Principal, Middle School, B H Curriculum & Instruction 2 Assistant Principal, Alternative B H Schools/Summer School 2 Director, Accounting B H 2 Director, Basic Prekindergarten B H 2 Director, Security/Environment B H 2 Supervisor, Prekindergarten B H 2 Supervisor, Migrant Title I B H 2 Supervisor, Professional Development & B H Grants 2 Supervisor, Reading B H 2 Supervisor, Secondary CTE B H 1 Architect B H 1 Assistant Director, Program Operations, B H Nutrition Services 1 Coordinator B H 1 Coordinator, Activities B H 1 Coordinator, Administrative Technology B H 1 Coordinator, Adult and Community Education 236 B H 1 Coordinator, Adult Ed District 230 B H 1 Coordinator, Adult Ed ESOL 230/236 B H 1 Coordinator, Adult Migrant Education B H 39

48 ADMINISTRATIVE POSITIONS (cont.) PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 1 Coordinator, Apprenticeships, Continuing B H Workforce Education & Customized Programs 1 Coordinator, Capital Improvement Plan & B H Asset Management 1 Coordinator, Career & Technical Education B H 1 Coordinator, Community Involvement & 216 B H Curriculum 1 Coordinator, Community School B H 1 Coordinator, Compensation B H 1 Coordinator, Environment B H 1 Coordinator, ESE/Elementary /250 B H 1 Coordinator, ESE/High /250 B H 1 Coordinator, ESE/Middle /250 B H 1 Coordinator, Evening/Technology Programs B H 1 Coordinator, Facility & Real Property Assets B H 1 Coordinator, Fine Arts B H 1 Coordinator, Gifted & Advanced Studies, K B H 1 Coordinator, Grant Development B H 1 Coordinator, Health Science B H 1 Coordinator, Health Services /250 B H 1 Coordinator, Health/Physical Education B H 1 Coordinator, Interscholastic Athletics B H 1 Coordinator, Leadership Development B H 1 Coordinator, Mathematics, B H 1 Coordinator, Mathematics, PreK B H 1 Coordinator, Media Resources B H 1 Coordinator, NCLB Title I Public School B H CHOICE and Supplemental Educational Services 1 Coordinator, Network Technology B H 1 Coordinator, Operations B H 1 Coordinator, Operations & Program B H Development 1 Coordinator, Payroll Services B H 1 Coordinator, Prekindergarten B H 1 Coordinator, Private Schools & McKay B H Scholarships 1 Coordinator, Psychological Services B H 1 Coordinator, Reading/Language Arts, B H 1 Coordinator, Reading/Language Arts, PreK B H 1 Coordinator, Research & Program Evaluation B H 1 Coordinator, Response to Intervention B H (RTI)/Positive Behavior Support (PBS) 1 Coordinator, Safe and Drug Free Schools B H 1 Coordinator, School Counseling B H 1 Coordinator, School Improvement B H 1 Coordinator, Science & Environmental Ed B H 1 Coordinator, Social Studies B H 1 Coordinator, Staff Assessment B H 1 Coordinator, Staffing & Recruitment B H 40

49 ADMINISTRATIVE POSITIONS (cont.) PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 1 Coordinator, Title I Basic Programs B H 1 Coordinator, Title I Migrant Education B H Program 1 Coordinator, Workforce Education Programs B H 1 Dean, Elementary School B H 1 Dean, High School B H 1 Dean, Middle School B H 1 Planner, Educational Facilities B H 1 Planner, Long Range B H 41

50 Effective: July 1, 2011 Approved: November 15, 2011 MANAGERIAL SALARY SCHEDULE Daily Rate* (7.5 hr. work day, plus a 30 minute unpaid lunch) (Exempt) Range Minimum Midpoint Maximum 1 $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ $ *Daily rate used to compute annualized salary The following will be added as supplements: $10.20 per day... Specialist Degree (submit official transcript with date degree was conferred) or Unconditional Admissions to Doctoral Program (ABD) (submit completed form located on the District web site ctorate.pdf) $15.30 per day... Doctoral Program (submit official transcript with date degree was conferred) $7.20 per day years in Collier County Public Schools $1,500 per year... Transportation Site/Route Manager 42

51 MANAGERIAL POSITIONS PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 12 Analyst, Senior Systems B H 12 Analyst, Senior Systems, Data Warehouse B H 12 Manager, Contracted Services, Insurance & Risk B H Management 12 Manager, District Health and Safety B H 12 Project Manager, Facilities Planning and B H Construction 12 Supervisor, Central Services B H 12 Supervisor, Field Operations, Nutrition Services B H 12 Supervisor, HVAC & Controls B H 12 Supervisor, Menu Planning, Procurement, Nutrition B H Services 12 Supervisor, Program Accountability, Nutrition Services B H 11 Manager, Benefits B H 11 Manager, Transportation Fleet B H 11 Manager, Transportation Operations B H 11 Programmer, Systems B H 10 Field Supervisor/Trainer, Nutrition Services B H 10 Manager, Accountability Data Warehouse B H 10 Manager, Network Infrastructure B H 10 Manager, Title I Basic Program B H 10 Quality Assurance Inspector, Facilities Planning and B H Construction 10 Supervisor, Communications Services B H 10 Supervisor, Electrical B H 10 Supervisor, Network Technology B H 9 Analyst/Engineer, Network B H 9 Analyst/Engineer, Novell Network B H 9 Analyst, Systems B H 8 Adjuster, Worker s Compensation B H 8 Analyst, District Budget B H 8 Assistant Supervisor, HVAC & Controls B H 8 Inspector, Fire, Health & Safety B H 8 Manager, Staff Allocations B H 8 Manager, Environmental Safety B H 8 Manager, Operational Trainer B H 8 Project Manager, ESE SEDNET B H 7 Manager, Human Resources B H 7 Manager, Legal Services B H 7 Manager, Purchasing B H 7 Programmer/Analyst B H 43

52 MANAGERIAL POSITIONS (cont.) PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 7 Supervisor, General Trades B H 7 Supervisor, General Trades/Immokalee & B H Everglades 7 Supervisor, Grounds B H 6 Analyst, Scheduling B H 6 Grant Evaluator B H 6 Manager, Accounting B H 6 Manager, Certification B H 6 Manager, Data Surveys B H 6 Manager, Medicaid (Fee-for-Service) B H 6 Manager, Network Cabling B H 6 Manager, School Age Child Care B H 6 Manager, Staff Allocations B H 6 Programmer B H 6 Programmer, Data Warehouse B H 5 Manager, Budget and Planning Nutrition Services B H 5 Manager, Nutrition Services Technology B H 5 Manager, Technology & Repair B H 4 Facilitator, Career Education, Adult & Migrant /230 B H Programs 4 Manager, Communications & Web Site Services B H 4 Nurse, Occupational Health B H 3 Manager, Budget and Operations Maintenance B H 3 Manager, Choice and Out-of-Zone B H 3 Manager, Grants B H 3 Manager, Training & Catering B H 3 Manager, Transportation Business B H 3 Manager, Transportation Routing B H 3 Manager, Transportation Safety B H 3 Supervisor, Transportation B H 2 Buyer B H 2 Accountant, Financial Services B H 2 Generalist, Human Resources B H 1 Accountant B H 1 Accountant, Internal Funds B H 1 Auditor B H 1 Foreman, Shop B H 1 Foreman, Transportation Parts and Tools B H 1 Foreman, Transportation Service B H 1 Manager, Alternative Schools Program D D 1 Manager, Career Education Technology B H 44

53 MANAGERIAL POSITIONS (cont.) PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 1 Manager, District Translator/Interpreter B H 1 Manager, Instructional Materials B H 1 Supervisor, Accounts Payable B H 45

54 Effective: July 1, 2011 Approved: November 15, 2011 PLANT OPERATOR SALARY SCHEDULE Daily Rate* (7.5 hr. work day, plus a 30 minute unpaid lunch) (Exempt) Range Minimum Midpoint Maximum 1 $ $ $ $ $ $ $ $ $ *Daily rate used to compute annualized salary 1 ELEMENTARY SCHOOL, ADM, BETHUNE EDUCATION CENTER, EVG 2 MIDDLE SCHOOL, GVM/PDC 3 HIGH SCHOOL, LWIT, IMMOKALEE CAREER CENTER The following will be added as a supplement: $7.20 per day years experience in Collier County Public Schools 46

55 PLANT OPERATOR POSITION PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 1-3 Plant Operator D D 47

56 Effective: July 1, 2011 Approved: November 15, 2011 TECHNICIANS / SPECIALISTS SALARY SCHEDULE Daily Rate (7.5 hr. work day, plus a 30 minute unpaid lunch) (Non-Exempt) Range Minimum Midpoint Maximum 1 $ $ $ $ $ $ $ $ $ Specialist I Range 1 Specialist II Range 2 Specialist III Range 3 Secretary, Legal Bookkeeper, Senior Executive Assistant to the Specialist, Position Control Specialist, Allocations Superintendent* Specialist, Attendance Specialist, Alternative Education Specialist, Basic PreK Head Start Specialist, Basic PreK Specialist, Applications Support Health Services Specialist, Budget Specialist, Benefits & Wellness Specialist, Instructional Materials Specialist, Career Education Specialist, Communications Specialist, Instructional Television Specialist, ESE Budget Specialist, ELL Compliance Specialist, Internet Database Specialist, ESE Data Specialist, Energy Management Specialist, Purchasing Specialist, Federal Grants Systems Operations Trainer, Technology Specialist, Head Start Eligibility Specialist, ESE Compliance Recruitment, Selection & Specialist, Facilities Planning Attendance Specialist, Federal Budget Specialist, Help Desk Specialist, Federal Staffing Specialist, Human Resources I Specialist, Head Start Compliance Specialist, Inventory Specialist, Human Resources II Specialist, Meal Benefit and Specialist, Lead Help Desk Accountability Specialist, Network Applications Specialist, Migrant Data Specialist, Network Cabling Specialist, Nutrition Services Specialist, Network Integrity Ordering and Inventory Specialist, Network Security/ Specialist, Routing/Rezoning Surveillance Specialist, Staff Development Specialist, Network Support Specialist, Student Relations Data Specialist, Payroll Specialist, Technology Support Specialist, Real Property/Facilities Specialist, Transportation Specialist, Repair Support Specialist, Voluntary PreK Budget Specialist, Title I Migrant Specialist, Workforce Education Compliance Technician, System Support Technician, Test and Data Specialist, Voiceover IP Phone Technician, Lead System Support Videographer *Exempt The following will be added to the daily rate: $7.20 daily years experience in Collier County Public Schools 48

57 TECHNICIANS / SPECIALISTS POSITIONS PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 1 Secretary, Legal D D 1 Specialist, Position Control D D 1 Specialist, Attendance D D 1 Specialist, Basic PreK D D 1 Specialist, Budget D D 1 Specialist, Career Education D D 1 Specialist, ESE Budget D D 1 Specialist, ESE Data D D 1 Specialist, Federal Grants D D 1 Specialist, Head Start Eligibility Recruitment, D D Selection & Attendance 1 Specialist, Help Desk D D 1 Specialist, Human Resources I D D 1 Specialist, Inventory D D 1 Specialist, Meal Benefit and Accountability D D 1 Specialist, Migrant Data D D 1 Specialist, Nutrition Services Ordering and D D Inventory 1 Specialist, Routing/Rezoning D D 1 Specialist, Staff Development D D 1 Specialist, Student Relations Data D D 1 Specialist, Technology Support D D 1 Specialist, Transportation D D 1 Specialist, Voluntary PreK Budget D D 1 Specialist, Workforce Education D D 1 Technician, System Support /250 D D 1 Technician, Test and Data D D 2 Senior Bookkeeper D D 2 Specialist, Allocations 250 D D 2 Specialist, Alternative Education D D 2 Specialist, Applications Support D D 2 Specialist, Benefits D D 2 Specialist, Communications D D 2 Specialist, ELL Compliance D D 2 Specialist, Energy Management Systems D D Operations 2 Specialist, ESE Compliance D D 2 Specialist, Facilities Planning D D 2 Specialist, Federal Budget D D 2 Specialist, Federal Staffing D D 2 Specialist, Headstart Compliance D D 2 Specialist, Human Resources II D D 2 Specialist, Lead Help Desk D D 2 Specialist, Network Applications D D 2 Specialist, Network Cabling D D 2 Specialist, Network Integrity D D 2 Specialist, Network Security/Surveillance 250 D D 49

58 TECHNICIAN / SPECIALIST POSITIONS (cont.) PAY RANGE TITLE TITLE NUMBER LENGTH OF CONTRACT (DAYS) CONTRACT CONTRACT CODE (Payroll) 2 Specialist, Network Support D D 2 Specialist, Payroll D D 2 Specialist, Real Property/Facilities D D 2 Specialist, Repair Support D D 2 Specialist, Title I Migrant Compliance D D 2 Specialist,Voiceover IP Phone D D 2 Technician, Lead System Support /230/250 D D 2 Videographer D D 3 Executive Assistant to the Superintendent D D 3 Specialist, Basic PreK Head Start Health Services D D 3 Specialist, Instructional Materials D D 3 Specialist, Instructional Television D D 3 Specialist, Internet Database D D 3 Specialist, Purchasing D D 3 Trainer, Technology D D 50

59 Effective: July 1, 2011 Approved: November 15, 2011 PARALEGAL SALARY SCHEDULE Daily Rate* (7.5 hr. work day, plus a 30 minute unpaid lunch) (Non-Exempt) Minimum Midpoint Maximum $ $ $ *Daily rate used to compute annualized salary The following will be added as supplements: $7.20 daily years in Collier County Public Schools 51

60 SALARY ADMINISTRATION GUIDELINES (Non-Bargaining Units On Minimum/Maximum Salary Schedules) New Hires: The rate of pay for newly hired employees should generally be at the minimum rate of the assigned pay range to ensure equity with current employees with greater tenure. Based upon school needs and employee qualifications, initial placement could be made above the minimum rate. Hiring up to 10% above the minimum rate could be authorized upon the written recommendation of the appointing supervisor/manager, with the approval of Human Resources and based upon documented inability to recruit a qualified candidate at the minimum rate. Initial appointment at a pay rate up to the mid-point of the range should be on an exception basis only, when necessity is clearly documented and only with approval of both the Human Resources Department and the Superintendent or his designee. This allows management reasonable flexibility in the recruitment process, while maintaining reasonable controls for maintenance of an equitable relationship between new and existing employees. Promotion: Upon promotion to a classification with a higher salary range, employees should be placed on the new range so that an approximate 10% increase in annual pay results, unless such an increase would exceed the maximum step of the range for the class or cause disparity among other employees in the same classification. If the new salary range is less than 10% above the current salary range, the employee should be placed into the new range at the same relative position held in the old range, or at that rate that produces a minimum 5% increase, whichever is greater. If a 10% increase causes disparity among other employees in the same classification, the salary increase will be based on related experience and internal equity. This provides a reasonable incentive for an employee to assume additional responsibilities. Demotion: Upon voluntary demotion to a classification with a lower salary range, employees should be placed in the new range at the same relative position held in the previous pay range, limited by the established minimum and maximums for the new salary range. Salaries for personnel demoted for disciplinary reasons would be set on a case-by-case basis. Lateral Transfer: Upon transfer to a position classified at the same level, the employee s range and salary level placement should not be changed. Re-evaluation: Upon re-evaluation to a higher level (upgrade), salaries should be adjusted to that salary level which is in the same relationship to the minimum step of the current salary range. In other words, re-evaluated employees should receive the full benefit of any upward adjustment in the assigned pay range. This allows recognition of an employee s earned relative position in the range. Re-evaluation to a lower level (downgrade) should result in salary placement within the new range equal to the current rate of pay. Downgraded employees with current salaries above the maximum rate of the lower pay range should be Y rated or frozen, until such time as the range is adjusted upward sufficiently to induce the Y rated salaries. 52

61 COMPENSATION FOR EXPERIENCE The Verification of Experience Form must be received by the Human Resources Compensation Office no later than the end of the month one year from the date of hire in order for the employee to receive credit for the previous work related experience. (Example: An employee hired on August 5, 2005, has until August 31, 2006, to get the Verification of Experience Form to the district s Compensation Office.) Once approved by the Compensation Office, the experience will be retroactive to the employee s date of hire. It is the responsibility of the employee to ensure the completed information is received by the Compensation Office within the above-stated timeframe; otherwise, the experience credit will only be retroactive to the beginning of the fiscal year in which the completed information is received by the district s Compensation Office. Please note: If the Verification of Experience Form is received in the Compensation Office after the employee has separated employment from the school district, the employee will not be given credit and will not be compensated for this experience. The Verification of Experience Form is available on the district website at or can be obtained by contacting the Human Resources Office. The school district reserves the right to ask for additional information in order to determine the appropriateness of the experience prior to granting the credit. Implementation: The above procedure/guideline is effective January 1, Prior application of district procedures/guidelines shall remain in effect for employees hired prior to January 1, Current employees: COMPENSATION FOR DEGREE An official transcript from a recognized and accredited college or university, indicating the type of degree conferred and the date the degree was conferred, must be submitted to the Human Resources Compensation Office in order to receive credit for the degree. The official transcript must be received by the Compensation Office no later than one (1) year from the date the degree was conferred in order for the credit to be retroactive to that date. Otherwise, the credit will be retroactive to the beginning of the fiscal year in which the official transcript is received by the Compensation Office. It is the responsibility of the employee to ensure that the official transcript is ordered from the appropriate schools and received in the district s Compensation Office by the above-indicated dates in order to receive credit. The school district reserves the right to verify the authenticity of the official transcript prior to granting credit. New employees: An official transcript from a recognized and accredited college or university, indicating the type of advanced degree conferred and the date the degree was conferred, must be submitted to the Human Resources Compensation Office in order to receive credit for the degree. The official transcript must be received in Human Resources no later than one (1) year from the employee s date of hire in order 53

62 for the credit to be retroactive to that date. Otherwise, the credit will be retroactive to the beginning of the fiscal year in which the official transcript is received by the Compensation Office. It is the responsibility of the employee to ensure that the official transcript is received by the Compensation office by the aboveindicated dates in order to receive credit. The school district reserves the right to verify the authenticity of the official transcript prior to granting credit. Implementation: The above procedure/guideline is effective January1, Prior application of district procedures/guidelines shall remain in effect for employees hired prior to January 1, COMPENSATION FOR MANDATORY COURT APPREARANCE WHEN OFF CONTRACT The school board attorney will verify with the employee s department/school that the employee had to be present in court. He will send via , memo, etc. the following: employee(s) name, social security number, account coding, days and hours spent in court. The department/school would then Compensation with this information. Travel to/from court will not be compensated. Employees will be paid as supplement at their hourly rate of pay. ERRORS IN COMPENSATION In the event an employee is overpaid or underpaid, the overpayment or underpayment adjustment will be calculated for two years from the date of discovery of the error. If the error has occurred for less than two years, then the adjustment will be made for the entire period of time. The period of time set forth in this provision shall supersede by agreement any other statute of limitations that might otherwise exist in law. 54

63 CONDITIONS OF EMPLOYMENT ADMINISTRATIVE, MANAGERIAL, TECHNICIANS/SPECIALISTS, PLANT OPERATORS, CONFIDENTIAL AND OTHER EMPLOYEES EXEMPT FROM COLLECTIVE BARGAINING UNITS Purpose The purpose of this section is to set forth the regulations for the administration of the compensation plan applicable to administrative, managerial, confidential, and other employees exempt from collective bargaining units. Administration The Executive Director for Human Resources shall be responsible for the coordination, control and administration of the compensation plan. The compensation plan consists of two parts: 1) Salary Schedule Booklet 2) Rules and regulations governing the administration of the compensation plan. The schedule of salary ranges and schedule placement is at the discretion of the Superintendent with approval by the School Board. Contracts Of Employment Administrative and managerial employees shall be provided written contracts. Said contracts shall include all terms and conditions of employment. Holidays 250-day employees receive no paid holidays. Employees, who are contracted to work less than 250 days, shall receive six (6) paid holidays. Vacations 250-day employees shall be entitled to one (1) day of basic vacation for each month worked. In addition to this basic vacation period, the employee will be provided additional vacation of one (1) day for each year served in Collier County, up to a maximum of six (6) additional days per year. The additional days will be credited on July 1 of each year, however, upon termination, the additional days will be pro-rated. In his/her initial year of employment, an employee must be employed at least 125 ½ days in the fiscal year to receive this benefit. Up to sixty (60) days of vacation may be carried forward from one fiscal year to the next. No vacation leave shall be earned by employees on less than a 250-day contract. Personal Leave Employees may be granted up to six (6) personal leave days each year. Personal leave days shall be counted as and deducted from the employee s available sick leave. 55

64 Insurance Insurance benefits shall include (In the event there is a conflict between the provision of this brochure and the official insurance plan documents, the insurance plan documents shall control. The official insurance plan documents are maintained in the district s Benefits and Wellness Department and may be inspected during regular business hours.): 1) Health insurance coverage shall become effective on the first day of the month following 30 days of consecutive employment. 2) Comprehensive single health care coverage will become effective on the first day of the month following 30 days of employment, which shall include a $350 annual deductible. Family coverage - $350 annual deductible per family member. When three (3) family members meet their individual deductibles, the family deductible is satisfied and no further deductible will be applied for any covered family member during the remainder of that year. 2) When the annual $2,000 out-of-pocket cash contribution per person ($6,000 per family unit) has been satisfied, the plan will pay 100% of covered medical expenses incurred during the remainder of that year. Co-insurance shall be limited to 50% if pre-admission review procedures, as established by the Plan Administrator, are not followed. 3) Total coverage: $2,000,000 maximum lifetime benefit. 4) Each employee shall receive term-life insurance with a benefit of $30,000 or one times (1 X s) the employee s annual salary up to $100,000. Life insurance is effective the first day of employment and subject to the provisions of the district s group life insurance contract currently in effect. 5) Retired employees shall be permitted to participate in the basic health care plan with any primary coordinating coverage offset at no cost to the Board. Employees retiring during the current school year will be accepted into the plan within thirty (30) days of their retirement date. Florida Retirement System The purpose of this document is to provide information regarding the Florida Retirement System (FRS). The intent is not to replace current Florida laws, which govern the State of Florida retirement program. As much as possible, this information is written in non-technical terms, avoiding the format language of the retirement laws and rules. If questions of interpretation arise as a result of the attempt to make the retirement provisions easy to understand, chapter 121, Florida Statutes, and chapter 60S, Florida Administrative Code, must remain the final authority. The information provided is based on Florida Retirement System laws and rules in existence as of July 2011, and is subject to modification based on changes in the law or Florida Administrative Code. The District pays contributions into the Florida Retirement System in order for employees to earn service credit toward a future FRS retirement benefit. Effective July 1, 2011, FRS members must contribute 3% of their salary as retirement contributions, on a pre-tax basis (the salary is reduced by the amount of the employee contribution before determining the federal income tax deduction). FRS covered employers will no longer pay all the retirement contributions. The 3% contribution from employees will be deducted from the salary. 56

65 The Florida Retirement System (FRS) offers two retirement options to choose from, the Pension and the Investment Plans. Approximately 60 days from the date of employment, new employees will receive an information packet from FRS in order to make a choice of either of these two plans. New employees have five months from the employment date to make a decision. If a decision is not made within five months, FRS will automatically enroll you in the Pension Plan. All employees are allowed to change retirement plans once in a lifetime. 1) 2011 Legislative Changes Senate Bill 2100 made several changes to the Florida Retirement System (FRS) and was signed by the Governor on May 26, ) Employee Contributions Effective July 1, 2011, FRS members must contribute 3% of their salary as retirement contributions, on a pre-tax basis (the salary is reduced by the amount of the employee contribution before determining the federal income tax deduction). The employer will automatically deduct the employee contributions. Members participating in the Deferred Retirement Option Program (DROP) and reemployed retirees who are not allowed to renew membership will not be required to make 3% contributions. 3) DROP Members with an effective DROP begin date on or before June 2011 will retain an annual interest rate of 6.5%. The annual DROP interest rate will be 1.3% for members whose DROP participation begins on or after July 1, ) Cost-of Living Adjustment (COLA) Members with an effective retirement date or DROP begin date before August 1, 2011, will not have a change in their 3% COLA. Members with an effective retirement date or DROP begin date on or after August 1, 2011, will have an individually calculated COLA that is a reduction from 3% using the following formula: o The total years of service before July 1, 2011, divided by the total years of service at retirement. Multiply this number by 3% to get the retiree s COLA. For example: a member who retires effective July 1, 2012, with 30 years of service of which 29 years occurred before July 1, 2011: 29/30 =.9667 X 3% = 2.9%. This member will receive a 2.9% COLA each July. 5) Changes for Members First Enrolled in the FRS on or after July 1, 2011 Vesting for Pension Plan benefit eligibility will be after the completion of 8 years of creditable service. The average final compensation (AFC) used in calculating retirement benefits will be the highest 8 fiscal years of salary. The definition of normal retirement date is changed: o Members of the Regular Class, Senior Management Service Class and Elected Officers Class will reach their normal retirement date: The first day of the month the member reaches age 65 and is vested; or The first day of the month following the month the member completes 33 years of creditable service, regardless of age before age

66 o Members of the Special Risk Class will reach their normal retirement date: The first day of the month the member reaches age 60 and is vested; or The first day of the month following the month the member completes 30 years of creditable service in the Special Risk Class, regardless of age before age 60; or The first day of the month following the date the member reaches age 57 and completes 30 years of service comprised of Special Risk Class service and up to 4 years wartime military service purchased under Section , Florida Statutes. For further questions concerning the 2011 legislative changes, please call the Bureau of Retirement Calculations at (888) or local (850) Terminal Pay Terminal pay will be paid to an employee (or his beneficiary if service is terminated by death) in accordance with the following conditions pursuant to Section , F.S.: 1) Terminal pay will not be provided to employees terminated by the Board for just cause. 2) Employees who resign and fail to provide the Board with the required notice before voluntarily severing employment will have the net amount of their terminal pay reduced by twenty-five (25) percent. a) The superintendent may, at his/her discretion waive this provision for extraordinary circumstances. b) This penalty shall be waived if the employer requests the employee s resignation. 3) Payment of accrued sick leave shall be based on years of employment service with Collier County Public Schools using the following payment factor: YEARS OF SERVICE PAYMENT FACTOR <=3 0% >3 and <=6 40% >6 and <=9 45% >9 and <=12 50% >12 100% 4) Unused sick leave accrued before July 1, 2004: The Employee shall be compensated for all accrued sick leave at their current daily rate utilizing the above payment factor based on years of employment service with Collier County Public Schools 5) Unused sick leave accrued on or after June 30, 2004: The Employee shall be compensated for all accrued leave at no more than the daily rate of pay applicable at the time the sick leave was earned utilizing the above payment factor based on years of employment service with Collier County Public Schools. 6) Terminal pay will not be paid for sick-leave days transferred into Collier County from another school district. However, sick leave will be charged against transferred sick-leave days prior to the charge of sick leave against days earned in Collier County. 7) Payment of terminal pay will be made by the district within thirty (30) calendar days following the employee s retirement or termination date. Said payment shall be deposited in a deferred compensation account in accordance with Board policy. 58

67 8) Once terminal pay has been calculated and paid, the employee will have no remaining balance in his sick-leave account. 9) In calculating terminal pay, the salary schedule in effect on the employee s last day of work of paid leave will be used to determine the appropriate payoff. Tuition Reimbursement Upon approval of the Superintendent or his designee, the Board will reimburse each employee the actual amount of tuition paid, not to exceed the resident tuition rate established by the Florida State Board of Regents, for each semester hour taken in an area which may improve his/her overall value to the District. The determination of potential for improving the employee s overall value to the District is solely at the discretion of the Superintendent or his designee. 59

68 FLORIDA RETIREMENT SYSTEM TERMINATION, REEMPLOYMENT AND RENEWED MEMBERSIP The purpose of this document is to provide information regarding Florida state laws on reemployment after retirement from the Florida Retirement System. The intent is not to replace current Florida laws, which govern reemployment. Reemployment after retirement shall be made pursuant to Florida laws, rules and policies in existence as of July 2009, and is subject to modification based on changes in the law or Florida Administrative Code. If there is a discrepancy in any of the information contained in this document, please refer to the Florida statute on reemployment. Reference: Section 60S-4.012, Florida Statutes The information below was obtained from the 2009 Florida Retirement System Retirement Guide for Regular Class Pension Plan members. Termination Requirements You must terminate employment to be eligible to receive monthly benefits. You are considered terminated only after you end all employment relationships with all FRS employers for six calendar months. You may not work for any FRS employer during the first six calendar months after retirement because to do so would void your retirement. For example, if your effective retirement date is July 1, you must not work for any FRS participating employer during the entire months of July-December. Reference: Section (39), F.S. Section 60S-6.001(64), F.A.C. Reemployment after Retirement After you retire under the FRS, you can work for any private employer, for any public employer not participating in the FRS, or for any employer in another state, without affecting your FRS benefits. If your retirement without DROP participation was effective on or after July 1, 2010 or your DROP termination date was on or after July 1, 2010, your reemployment limitation period is six calendar months after the six calendar months required to meet termination. You must suspend your retirement benefit if employed by a FRS participating employer during the six-month reemployment limitation period. There are no exceptions during this limitation period. Reference: Sections (9), , and (2) (a)-(d), F.S. Section 60S-4.012, F.A.C. Reemployment of Disability Retirees Under Florida law, an FRS member cannot receive FRS disability benefits while he/she is gainfully employed. If a disability retiree returns to any type of employment with any type of employer, public or private, the Disability Determination Section must be notified in order to avoid overpayment of benefits. Upon reemployment, disability benefits will be terminated. Reference: Section (4) (h), F.S. Renewing Membership After Retirement Retirees of the FRS Pension Plan or the FRS Investment Plan who were initially reemployed in covered employment by June 30, 2010, will renew their membership in the FRS and earn service credit toward a subsequent retirement benefit until they retire. Renewed members may alternatively elect to participate in the FRS Investment Plan. With rare exception, retirees who participate in DROP will only be eligible for renewed membership after they have terminated employment upon completing their period of DROP participation. Renewed members, who retire again, including former DROP participants, are once more subject to reemployment limitations, unless they are eligible for exceptions. Renewed members are not eligible to participate in DROP, are not eligible to participate in the Special Risk Class, and are not eligible for disability retirement. However, the surviving spouse and dependent children of a renewed 60

69 member may qualify for survivor benefits. Retirees with an initial reemployment in a regularly established position that occurs on or after July 1, 2010, will not be eligible for renewed membership and will not earn creditable service toward a subsequent retirement benefit. This restriction from renewed membership includes retirees of the FRS Pension Plan, the FRS Investment Plan, the State University System Optional Retirement Program, the State Senior Management Optional Annuity Program, the State Community College System Optional Retirement Program, and local government senior managers covered by a separate arrangement with their employers. Reference: Sections , (9), , and , F.S. Sections 60S and 4.012, F.A.C. To Request Reemployment after Retirement The former employee is considered an applicant at this time and must follow the instructions for completing an on-line application found at Extension of Drop Participation 1. All employees eligible to request a DROP extension will be sent two forms by January 15th: a. Request for Annual Contract Extension of Deferred Retirement Option Program b. Florida Retirement System Pension Plan Extension of Deferred Retirement Option Program for Specified K-12 Instructional Personnel (DP-EXT) 2. The employee must return the above forms to Human Resources by the due date to be considered for a DROP extension. 3. Human Resources will submit the forms to the Superintendent. 4. Once the Superintendent has made his/her determination, the employee will be notified in writing and the forms will be processed accordingly. Benefits All employee benefits for reemployed retirees shall go into effect in the same manner as all other new employees. Benefits include accumulation of vacation and sick leave days, district paid health and life insurance and the Flexcare Program. District paid health insurance shall go into effect on the first of the month following employment even if the reemployed retiree continued health insurance as a retiree. District paid life insurance shall go into effect on the first day of the contract. Reemployed retirees shall be eligible for Flexcare benefits in accordance with the Flexcare Program rules and guidelines located in the district s Annual Benefits Enrollment Guide. Terminal Pay Sick Leave: If a retiree is reemployed with the district, accrual of vacation and sick leave will be treated in the same manner as other new employees of the district pursuant to Board policies and individual employee s contract. Terminal sick leave pay will be paid to a retiree in accordance with state statue and bargaining agreement based on the number of years of service with the district. Vacation Leave: Upon retirement, accrued vacation leave will be issued to an employee in accordance with state statute and bargaining agreement. Employees covered under CSP-NEA agreement will be paid vacation pay in a lump sum payment. All other employees vacation pay shall be deposited in a deferred compensation account (Bencor Plan) in accordance with Board policy. Vacation leave ineligible for payment due to maximum payout requirements may not remain in a retirees account for future employment use. 61

70 Payment Of Terminal Pay Two plans offered by Bencor are currently in place to shelter terminal pay for employees who fall under the following employee groups: CCEA, CCAEOCAP, Teamsters and non-bargaining units. Participation is mandatory for those groups. Terminal pay of $1,000 or more is automatically deposited into the plan(s). 1. Bencor special pay plan Under the Special Pay plan, accumulated sick leave pay and vacation pay, will be placed into the Bencor National Plan subject to contribution limits. (Please see contribution limits below.) Contribution Limits The maximum plan contribution cannot exceed 100% of the plan year salary or $49,000; whichever is less. If the Special Pay to be contributed is greater than the plan year compensation, add the two together, multiply by 50% and the result (up to $49,000) is the maximum contribution. For example: an employee earns $10,000 in his final year of employment. He has accumulated sick pay of $20,000, 10, ,000 = 30,000 30,000 x 50% = 15,000. You would contribute $15,000 to the plan. The balance of $5,000 (which is 20,000 sick pay less 15,000 contribution) is paid to the employee. Now the employee has earned $10,000 and has received a cash payment of $5,000 for sick pay resulting in total plan year compensation of $15,000. His plan contribution of $15,000 now equals 100% of his plan year compensation, which is the maximum allowed by the IRS. Plan Year Compensation = salary (July 1 June 30) + sick leave pay + vacation pay + incentive pay ( special pay ) that is to be paid in that year. In addition, you can fully fund your elective deferral 403(b) plan (b) Employer Self-Directed Plan Accumulated sick leave pay and vacation pay in excess of $49,000 will be deposited into the 403(b) employer self-directed plan. The combined maximum amount an employee can deposit into an elective deferred 403(b) along with the employer self-directed plan is $49,000. Please consult your tax/financial advisor regarding your individual 403(b) plan limits. 62

71 GENERAL INFORMATION Annual Contract Calculation Method The method of calculating an annual contract for the various contract lengths is shown below: Number of contract days X Daily Rate Monthly rate X 12 / 250 X Number of contract days Leave Accruals All employees earn leave in days as provided in the Florida Statutes. A day of leave is equivalent to a day of work. Therefore, a day of leave for a given employee is equal to the hours an employee is scheduled to work. For example, a day of sick leave for a four-hour per day employee is equal to four hours. A day of sick leave for an eight-hour per day employee is equal to eight hours. In general, a day of sick leave is earned for each month of work. A 196-day contract teacher earns ten (10) days of sick leave per school year. However, the legislature has provided that school districts shall post four (4) days of sick leave after the first day worked by instructional personnel. The remaining six (6) days of sick leave are posted at a rate of one (1) day per month for the next six (6) months. In a similar fashion, non-instructional personnel receive four (4) days at the completion of the first calendar month of employment, as provided in state law. However, in some situations, the district provides the four (4) days at the conclusion of the first day worked. Since employees have sick leave days advanced to them before the days are earned, it is possible to use sick leave before it is earned. In the event that an employee terminates his/her employment before he/she completes his/her contract, an adjustment will be made in the final payment to limit sick leave use to the earned amount. 63

72 COMPENSATION/LEAVES DURING A DECLARED EMERGENCY During emergencies and disasters, the Superintendent may close schools and/or other district facilities and declare an emergency ( Declared Emergency ). Although it is difficult to predict the necessity for personnel to assist the school district and community during an emergency, the following serves as a guideline for handling compensation and leaves in most cases in the event the Superintendent declares an emergency. 1. All employees are on standby, in other words, there is an expectation that all employees teachers, administrators, bus drivers, food service workers, custodians, etc. report for work as soon as it is safe to travel even though communications and other utilities are not functioning. Therefore, all school district employees need to monitor designated radio and television stations, and information posted on official communication links. (The District Information Office will post the designated radio and television stations at all district sites including the public bulletin board located on the front of the Administrative Center.) 2. During a Declared Emergency, leaves of absence will not be charged for employees on short term leave (less than 5 days) when the work site closes before staff reporting time and there is no requirement to pay a substitute, except as otherwise indicated in these guidelines. 3. Emergency Personnel (designated District Administrators and Maintenance Personnel, Plant Operators, Principals, and Custodians) must report to work if there are four or more daylight hours after the storm/event is over; otherwise, regardless of the day of the week, designated Emergency Personnel should report to work by 7:30 a.m. the following day after the storm/event is over unless otherwise directed. Essential Personnel (e.g., Payroll, Compensation, MIS, Business Office, other personnel designated by their supervisor) must report as directed prior to or after the storm/event and are responsible for monitoring emergency information regarding report times. Anyone not able to report to work as directed during a Declared Emergency will be charged with personal/vacation leave or leave without pay if no personal/vacation leave is available. NOTE: Emergency management, police agencies, military or other authorities may not permit school district employees to travel on public roads without special authority. The district s Director of Security/Environment will provide information to Emergency and Essential Personnel prior to a declared emergency regarding the appropriate procedure to follow in order to comply with the above reporting requirements. This is especially important for employees who are non-collier County residents or Collier County residents returning to Collier County from a business or personal trip. It is the responsibility of employees who are designated as Emergency or Essential Personnel to have the necessary information prior to a Declared Emergency. 4. Shelter Personnel: The Emergency Operations Center is responsible for determining which shelters will be open as emergency shelters and the hours of operation. At each shelter, an administrator, the plant operator, nutrition services manager, designated custodians and nutrition services workers will be required to be present during all hours of operation to provide building and food services. In addition, five to ten previously identified and trained staff members will be assigned to supervise the processing and coordination of evacuees. 64

73 5. Compensation for Emergency Personnel, Essential Personnel and Shelter Personnel: 5A Non-exempt employees (i.e., hourly, non-instructional, nutrition services workers, etc.) employees assigned to work will be paid their regular hourly rate for time worked plus 1 ½ times their regular hourly rate for all hours worked during a Declared Emergency. 5B Exempt employees (i.e., plant operators, school nutrition services managers, non-cabinet administrators, managers, teachers and other non-hourly personnel as identified in the district s Compensation Schedule) assigned to work during the declared emergency, in addition to their regular pay under contract, will receive the following daily supplement for each day they are directed to work: EMPLOYMENT CONTRACT HOURS DIRECTED TO SUPPLEMENT AMOUNT STATUS WORK Contract Days 4 hours to 12 hours Daily Rate of Pay Contract Days > 12 hours to 24 hours 2 X s Daily Rate of Pay Non-Contract Days Including 4 hours to 12 hours 2 X s Daily Rate of Pay Week-ends (non-paid days) Non-Contract Days Including Week-ends (non-paid days) >12 hours to 24 hours 3 X s Daily Rate of Pay 6. Additional compensation/leave status: Other personnel may be compensated for work or adjustment made to leave during the Declared Emergency period at the Superintendent s discretion 65

74 OFFICIAL EMPLOYMENT CALENDARS Contract Days Begin Date End Date 250 July 1, 2011 June 29, A July 1, 2011 June 29, B July 1, 2011 June 29, C July 1, 2011 June 29, D July 1, 2011 June 29, E July 1, 2011 June 29, F July 1, 2011 June 29, A July 18, 2011 June 27, B July 11, 2011 June 22, C July 1, 2011 June 29, E July 1, 2011 June 29, F July 1, 2011 June 13, G July 1, 2011 June 29, H July 18, 2011 June 29, K July 1, 2011 June 29, L July 1, 2011 June 29, M July 1, 2011 June 29, N July 1, 2011 June 29, P July 1, 2011 June 29, A July 5, 2011 June 12, B July 5, 2011 June 14, A July 25, 2011 June 25, July 7, 2011 June 11, July 5, 2011 June 7, July 7, 2011 June 7, July 7, 2011 June 6, A July 25, 2011 June 15, B August 1, 2011 June 21, C August 8, 2011 June 29, D July 25, 2011 June 14, B August 1, 2011 June 14, A August 1, 2011 June 12, B August 1, 2011 June 14, C July 11, 2011 June 7, D July 11, 2011 June 6, July 11, 2011 June 6, A August 8, 2011 June 15, August 8, 2011 June 12, A August 10, 2011 June 11, B August 8, 2011 June 7, August 11, 2011 June 7, A August 15, 2011 June 7, B August 11, 2011 June 6, C August 1, 2011 June 15, D July 1, 2011 June 29, E August 18, 2011 June 12, F August 15, 2011 June 8, August 16, 2011 June 6, A August 15, 2011 June 7, A August 19, 2011 June 6, B August 19, 2011 June 7, C August 19, 2011 June 7, D August 18, 2011 June 6, August 19, 2011 June 6, August 22, 2011 June 6, August 22, 2011 June 6,

75 CCPS EMPLOYEE CONTRACT CODES The contract codes listed below will be used primarily for the accrual of Sick Leave and Vacation. DESCRIPTION HRS PERSONAL WORKED DAYS CONTRACT CODE VAC. Bonus DAYS VAC. MAX. FWD SICK LEAVE POOL CODE A CCEA (Teachers) I B Psychologist, O.T., P.T I C Teamsters (Maint., Bus Dr., SFS) N D SFS Mgrs., Plant Operators, Technicians/Specialist I/N SFS Mgrs. = N E CCAEOCAP (Sec., Aides) N F Hlth Occ/ESE Nurse, ESE Consut. Tchr Child Find Sp. /Crisis Inter. Couns. Placement Spec I G Secretaries/Confidential N H I M N Administrator/Managerial B Contr. Vacation 1- per mo. Administrator B1 Vacation 1.25 per mo. Adm/CCEA Summer School CCAEOCAP Summer School A/I A N/A N/A P CSP Summer School N/A O Community Sch./196 or 250 day I Z No Leave Benefits N/A Number of Sick Leave Days earned per year by contract length. 250 Day Day Day Day Day Day Day Day Day Day Day Day Day Day Day 10 67

76 APPENDIX A COMPENSATION MEMORANDA

77 THE BENCOR PLAN DESCRIPTION The BENCOR National Government Employees Retirement Plan BENCOR Special Pay Plan District School Board of Collier County The BENCOR NATIONAL GOVERNMENT EMPLOYEES RETIREMENT PLAN (BENCOR SPECIAL PAY PLAN ) is offered by BENCOR, Inc. to help governmental units and their employees save up to 7.65% of Social Security/Medicare taxes and to defer income taxes on eligible Plan contributions. Provided below is an explanation of how the Plan works: Eligibility Employees covered under this Plan by board policy, who are retiring or entering DROP and have accumulated at least $1,000 in Special Pay (sick leave pay, annual leave-vacation pay, incentive pay, etc), will participate in this Plan. Accumulated Special Pay will be placed into the BENCOR NATIONAL PLAN subject to contribution limits. Contribution Limits Contributions to the 401(a) Plan cannot exceed 100% of the Plan Year Salary or $49,000 whichever is less. Contributions to the 403(b) Plan cannot exceed 100% of the Plan Year Salary or $49,000 whichever is less. If your Plan Year Salary is less than $49,000, a different calculation will be used to determine your Plan contribution limit. The maximum Special Pay Plan contribution limit is calculated each year. Employer with multiple BENCOR Plans: If your Special Pay contribution exceeds the 401(a) contribution limits, you may also qualify for contributions to the employer s 403(b) Plan. Contributions to your elective-deferral 403(b) account may reduce your BENCOR Special Pay Plan contribution limits. Please consult your tax advisor or your BENCOR advisor regarding your Plan contribution limits. Investments & Investment Expenses Initially, Special Pay Plan contributions are automatically invested in Transamerica Financial Life Insurance Company Guaranteed Pooled Fund. This is a principal-guaranteed, interest-bearing account. There are no front-end loads, back-end loads, surrender charges, administrative fees, 1099 fees or any other fees charged against this account. This account is fully liquid. There is a guaranteed minimum rate of return. An asset management and administration fee is reflected in the guaranteed interest rate on the fixed investment option and the unit values of the mutual fund investment options. Subsequently, the participant can self-direct among an array of investment choices. Distributions Distributions may be taken at termination of employment or because of total disability or death. The participant may choose to leave money in the Plan, self-directing future investments and taking distributions as desired in a tax-deferred manner. Distributions may be taken in a lump sum or periodic payments taken monthly, quarterly, semi-annually or annually. (Remember, it may be

78 advantageous under Federal tax laws to delay taking distributions until a later tax year when the individual s tax rate may be lower). A participant (or surviving spouse) may rollover the Plan balance into an IRA or into another qualifying plan. In addition, participants can roll money from an IRA or another plan into the BENCOR Plan. To receive a distribution, the participant must initiate the process by requesting a distribution packet from BENCOR Administrative Services at Distributions will be processed in a timely manner with minimum waiting. There is not 10% IRS penalty if the employee is at least age 55 in the year of separation from employment. Employees who have separated from service and fall within a certain age category (those who were under age 55 in the year of separation from employment) and elect to withdraw these funds are subject to a 10% early cash withdrawal penalty by the IRS. Subject to your employer policy, the employer has chosen to make whole those employees who fall within this category if they request all of their funds from the Plan Administrator within 90 days of separation from employment. This would normally require a makeup of 2.35% (10% penalty less 7.65% previous savings on social security taxes). However, individuals who have met their FICA salary limit before retiring would receive an 8.55% (10% penalty 1.45% savings) reimbursement for amounts over the limit. Please consult your tax advisor for information regarding the taxability of Plan distributions. Loans For loan provisions, contact the BENCOR Administrative Services at DROP participants Annual Leave/Terminal Sick Leave Pay will be processed as follows: Annual Leave Employees participating in DROP subject to employer policy have the option to (1) receive their annual leave as a lump sum distribution at the time of enrollment in DROP or (2) receive a lump sum payment at the end of the DROP period. If option (1) is chosen (annual leave paid as a lump sum at the time of enrollment in DROP), this dollar amount will be included in the employee s compensation for retirement benefit calculation purposes (FRS). If option (2) is chosen (wait until end of DROP period), this dollar amount is not included in the FRS benefit calculation. Under option (1) or option (2) above, annual leave will be placed into the BENCOR NATIONAL PLAN subject to contribution limits. Any annual leave in excess of Plan contribution limits will be paid to the participant subject to Federal tax and related payroll taxes, (Social Security and Medicare). Terminal Sick Leave Pay An employee participating in DROP will have a percentage of their accumulated sick leave pay balance deposited into their account each year of DROP. The percentage is determined by the participant s DROP year. EXAMPLE: An employee participating in DROP for a period of five (5) years will have terminal sick leave pay deposited as follows: Year 1 Year 2 Year 3 Year 4 Year 5 20% of balance of terminal sick leave 25% of balance of terminal sick leave 33% of balance of terminal sick leave 50% of balance of terminal sick leave 100% of balance of terminal sick leave If the yearly sick pay contribution exceeds the amount of the contribution limit (see Contribution Limits above) the excess amount will be rolled into the next Plan year. Employees terminating prior to their pre-selected DROP end date will have 100% of their remaining eligible sick leave balance paid into the Plan, subject to contribution limits. Any excess amount will be paid in cash, subject to all applicable taxes. This method of payment allows employees to take maximum advantage of the Federal tax law.

79 In the event of the death of a current employee, the value of any accumulated sick or vacation leave pay will not be distributed to the Plan Administrator but instead will be included in the final paycheck issued in the employee s name.

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86 TO: All Principals and Assistant Principals All Administrators FROM: Allun R. Hamblett, Executive Director DATE: 25 September 2001 SUBJECT: Overtime M E M O R A N D U M Federal law requires that non-exempt employees-in other words, employees who are not exempt from the provision of the Fair Labor Standards Act-be compensated for any hours worked over forty hours during a workweek. (A workweek is defines as seven consecutive 24-hour periods designated by the school district.) Our union contracts, school board policies, and Florida state laws may provide additional benefits: Where the provisions of federal and state law, collective bargaining agreements, or school board policies differ, the district MUST APPLY the provision that provides the most protection for the employee. So what are hours worked? The federal law provides a very broad definition that is inclusive of all hours worked including time that an employee is suffered or permitted to work. Essentially, this means that an employee who is permitted to come to work early, or work through their lunch period, or allowed to finish a project after quitting, time, or takes work home must be paid for the time worked. In 1944, the U.S. Supreme Court rules that non-exempt employees must be paid for all time spent in physical or mental exertion (whether burdensome or not) controlled or required by the employer and pursued necessarily and primarily for the benefit of the employer or his business. This definition includes, but is not limited to the following: Charitable work requested or controlled by the district. Meal breaks if employees are not free to leave their posts. Rest period of twenty minutes or less. Training programs required by the district. Is there any time that is noncompensable? Absolutely. The list includes some of the following noncompensable work: Athletic events sponsored by the district so long as participation or attendance is voluntary and not a condition of employment. Charitable work done voluntarily outside of working hours. Meal periods involving no duties and lasting one-half hour or longer. (Remember: Most of our employees receive a PAID lunch.)

87 All Principals and Assistant Principals All Administrators In re: Overtime 24SE01, Page 2 of 4 On-call time where the employee merely leaves a telephone number and is not restricted. Training programs voluntarily attended that are unrelated to regular duties and involve no productive work. Traveling on overnight trips during nonworking hours except while performing duties or other work. How would I know if an employee is non-exempt? Typically, nonexempt employees are hourly employees. However, the easiest way to find out is to check the employee s job classification in the district s Compensation Schedule. In addition, all employees subject to the Collier Support Personnel-NEA ( CSP ) or the Collier County Association of Educational Office and Classroom Aide Personnel ( CCAEOCAP ) collective bargaining agreements are non-exempt employees. The following guidelines are provided to assist administrators in dealing with overtime issues: 1. Employees who work overtime must be compensated. 2. All administrators, managers, and others who have non-exempt employees working for them ( Supervisors ) are responsible to ensure that the provisions of this memorandum are adhered to. In addition, it is the responsibility of all Supervisors to make sure that all employees are compensated for every hour worked. 3. Overtime may be compensated for in the following manner subject to collective bargaining agreements and federal and state laws: a. Overtime Payment at one and one-half times the employee s regular rate of pay for each hour worked over 40 hours in each work week. b. Flextime may be used during the same workweek to offset any hours that could result in overtime. For example, an employee works two extra hours on Monday and Tuesday of the workweek. The administrator can let the employee go home four hours early on Friday (or any other day during the workweek) so that forty hours are not exceeded during the workweek. Flextime CANNOT be carried over from one workweek to another. c. Comp time may also be used as long as there is an agreement in place with the union or, in the case of non-union positions, a voluntary agreement between the employee and supervisor. (See additional information below.)

88 All Principals and Assistant Principals All Administrators In re: Overtime 25SE01, Page 3 of 4 4. Authority to approve overtime payments (see 3[a] above): The superintendent shall provide an annual allocation of funds to be used for overtime purposes that will be allocated to departments and school locations. Each department and school is not authorized to spend overtime payments in excess of the budgeted amount. 5. Overtime payment, flextime, and comp time (hereinafter Overtime ) should not be granted to accomplish routine tasks; in other words, Overtime is reserved for exceptional situations when critical work must be accomplished within restricted time frames. 6. Employees are not permitted to work outside their regularly scheduled hours without obtaining prior administrative approval. This includes, but is not limited to, volunteering to come in early, to stay late, or to take work home. Are there any special record keeping requirements? Yes, this is a very important point. Federal and state laws require accurate reporting or hours worked for non-exempt employees. The district s payroll department will provide guidance in this area. Where are the special rules for com time use? Comp time, like overtime payment, is earned at one and one-half hour for every hour worked over 40 hours in the workweek. Employees covered by a collective bargaining agreement (CCAEOCAP and CSP) may not be able to use comp time in lieu of overtime payment unless a memorandum is entered into with the bargaining agent. (Check with Human Resources before using comp time with unioncovered employees.) Also, employees can generally accrue up to 240 hours of comp time; however, where comp time is accrued at one and one-half hours for each hour of overtime worked this equates to 160 hours of actual overtime work. In addition, comp time must be used before the end of the employee s contract year. When can employee use their comp time? The law says that an employee must be permitted to use comp time within a reasonable period once the request is made: Use of the term reasonable is intended to accommodate varying work practices based on the facts and circumstances of each case. When an employer receives such a request for the use of compensatory time, that request should be honored unless to do so would be unduly disruptive. By the term unduly disruptive, the Committee means something more than mere inconvenience. For example, a request by a snow plow operator in Vermont to use 40 hours of compensatory time in February probably would be unduly disruptive. This would be true whether the request was made 48 hours or several months in advance. On the other hand, the same request by the same employee for the same number of hours in June or hunting season probably would not be unduly disruptive.

89 All Principals and Assistant Principals All Administrators In re: Overtime 25SE01, Page 4 of 4 Several letters of interpretation have been made by the Department of Labor that state that unduly, disruptive must be more than an inconvenience to the employer: The fact that the employer will have to pay an overtime premium to a substitute is not a legitimate reason for denying leave. Can you make the employee use up their comp time? Absolutely. Opinions on this have changed over the year, but the U.S. Supreme Court resolved the issue last year: The district CAN COMPEL an employee to use their comp time. Considering that employees will need to use all comp time before the end of the contract year, it is important that administrators coordinate the use of comp time with personal days, sick leave, and vacation days. What happens if an employee still has comp time when they terminate their employment. The district will have to pay the employee subject to specific rules. Typically, the employee will be paid at their final rate of pay.

90 The School District of Collier County, Florida COMPENSATORY TIME OFF AGREEMENT NOTE: This form is to be used with non exempt employees not covered by a collective bargaining agreement. For employees covered by a collective bargaining agreement (the CBA), please refer to the CBA (e.g., see 4.11 of the CCAEOCAP CBA) In accordance with the Fair Labor Standards Act, The School District of Collier County has a policy of granting employees compensatory time off in lieu of compensation for hours worked in excess of 40 hours a week. I have read a copy of this policy, dated September 25, 2001, prior to signing this agreement. I understand that the compensatory time will be granted at time and one half for all hours worked in excess of 40 hours per week. I further understand that the compensatory time may be limited, preserved, used or cashed out consistent with the provision of that policy and applicable law and regulations of the U.S. Department of Labor. I knowingly agree to the provision of time off as compensation for overtime work as a condition of my employment based on my job classification and consent to the use of compensatory time in accordance with the policy. I further understand that in the event any portion of the policy is interpreted to conflict with the FLSA or its regulations, the conflicting portion shall be struck and the remainder of the policy shall continue in full force and effect. IMPORTANT: Carefully read the attached policy before you sign this agreement. EMPLOYEES SIGNATURE: DATE: PLEASE PRINT NAME: EMPLOYEE S SOCIAL SECURITY NO: Return the original signed form to the HUMAN RESOURCE DIVISION for placement in the employee s personnel file. Provide a copy to the employee

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